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4 Simple Games To Get The Party Started

4 Simple Games To Get The Party Started

So, you’re hosting a party and after weeks and months of planning, the day has finally come. However, you’ve invited friends from a few different social circles and they’re not really mingling. Luckily for you, we have four simple games you can pull out and play to break the ice, bring everyone together, and really get the party atmosphere going.

1. Beer Pong

In recent times, this has become a party essential. Even if the party is with people under the drinking age, you can just replace the beer with lemonade or squash. Regardless of the drink, this is a great way to have fun, and it’s an extremely simple game to organize. All you need is some plastic cups, a table, and a ping pong ball.

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To play with ten plastic cups, set up a triangle with four cups in a line closest to the edge of one end of the table. Then, place three cups in front of these cups, and then two in front of these. Finish off with one single cup closest to the middle of the table. Essentially, it will look like the shape of a triangle; like the red balls in snooker (or multi-colored balls in billiards) before the break. With this set up on both sides of the table, players will stand behind their cups on one side of the table, and take turns trying to throw the ball into the opponent’s cups. When a shot lands, the player behind the cups has to drink its contents; the first team to remove all of the other team’s cups is the winner. When it comes to breaking the ice, this will bring the competition and life out of everyone.

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2. Forehead Investigator

With just some post-it notes and a pen, everyone can get involved in this game, and it’s a great way to have fun. With a post-it note each, everyone must write a famous person, character, or name that will be recognized by all on their note. Then, each person sticks the name they wrote on someone else’s forehead (make sure the recipient doesn’t see the name). If all goes well, everyone will have a post-it note on their head. Then, taking turns, you will ask each other questions that will give a yes or no answer, using them to try to figure out the name on your forehead. With this game, you can have forfeits and funny punishments for those who take the longest to guess their person, and a cool prize for the winner.

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3. Truth or Dare

Truth or dare is a party classic that has been played for many years. Simply sit in a circle, or around the room, and take turns to either answer a question truthfully or perform a dare instead. The only things you need to play are some good truth or dare questions[1] to use. Although, these days, you can just download a truth or dare app[2] to handle everything. Either way, if you’re getting to know people, the truth questions are a great way to do this; but perhaps you may learn even more about others from the various dares that you get them to do!

4. The Mummy

Finally, let’s finish with a simple game that will get messy and produce a lot of laughs. In truth, it couldn’t be easier; after splitting into teams, each team will have a designated mummy. Then, as quickly as possible, each team has to wrap their mummy completely in toilet paper so no visible skin or clothing can be seen (except for the mouth and eyes of course). The team to mummify their player the fastest wins!

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Reference

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Last Updated on February 21, 2019

The Secret to Effective Conflict Resolution: The IBR Approach

The Secret to Effective Conflict Resolution: The IBR Approach

In business, in social relationships, in family… In whatever context conflict is always inevitable, especially when you are in the leader role. This role equals “make decisions for the best of majority” and the remaining are not amused. Conflicts arise.

Conflicts arise when we want to push for a better quality work but some members want to take a break from work.

Conflicts arise when we as citizens want more recreational facilities but the Government has to balance the needs to maintain tourism growth.

Conflicts are literally everywhere.

Avoiding Conflicts a No-No and Resolving Conflicts a Win-Win

Avoiding conflicts seem to be a viable option for us. The cruel fact is, it isn’t. Conflicts won’t walk away by themselves. They will, instead, escalate and haunt you back even more when we finally realize that’s no way we can let it be.

Moreover, avoiding conflicts will eventually intensify the misunderstanding among the involved parties. And the misunderstanding severely hinders open communication which later on the parties tend to keep things secret. This is obviously detrimental to teamwork.

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Some may view conflicts as the last step before arguments. And they thus leave it aside as if they never happen. This is not true.

Conflicts are the intersect point between different individuals with different opinions. And this does not necessarily lead to argument.

Instead, proper handling of conflicts can actually result in a win-win situation – both parties are pleased and allies are gained. A better understanding between each other and future conflicts are less likely to happen.

The IBR Approach to Resolve Conflicts

Here, we introduce to you an effective approach to resolve conflicts – the Interest-Based Relational (IBR) approach. The IBR approach was developed by Roger Fisher and William Ury in their 1981 book Getting to Yes. It stresses the importance of the separation between people and their emotions from the problem. Another focus of the approach is to build mutual understanding and respect as they strengthen bonds among parties and can ultimately help resolve conflicts in a harmonious way. The approach suggests a 6-step procedure for conflict resolution:

Step 1: Prioritize Good Relationships

How? Before addressing the problem or even starting the discussion, make it clear the conflict can result in a mutual trouble and through subsequent respectful negotiation the conflict can be resolved peacefully. And that brings the best outcome to the whole team by working together.

Why? It is easy to overlook own cause of the conflict and point the finger to the members with different opinions. With such a mindset, it is likely to blame rather than to listen to the others and fail to acknowledge the problem completely. Such a discussion manner will undermine the good relationships among the members and aggravate the problem.

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Example: Before discussion, stress that the problem is never one’s complete fault. Everyone is responsible for it. Then, it is important to point out our own involvement in the problem and state clearly we are here to listen to everyone’s opinions rather than accusing others.

Step 2: People Are NOT the Cause of Problem

How? State clearly the problem is never one-sided. Collaborative effort is needed. More importantly, note the problem should not be taken personally. We are not making accusations on persons but addressing the problem itself.

Why? Once things taken personally, everything will go out of control. People will become irrational and neglect others’ opinions. We are then unable to address the problem properly because we cannot grasp a fuller and clearer picture of the problem due to presumption.

Example: In spite of the confronting opinions, we have to emphasize that the problem is not a result of the persons but probably the different perspectives to view it. So, if we try to look at the problem from the other’s perspective, we may understand why there are varied opinions.

Step 3: Listen From ALL Stances

How? Do NOT blame others. It is of utmost importance. Ask for everyone’s opinions. It is important to let everyone feel that they contribute to the discussion. Tell them their involvement is essential to solve the problem and their effort is very much appreciated.

Why? None wants to be ignored. If one feels neglected, it is very likely for he/she to be aggressive. It is definitely not what we hope to see in a discussion. Acknowledging and being acknowledged are equally important. So, make sure everyone has equal opportunity to express their views. Also, realizing their opinions are not neglected, they will be more receptive to other opinions.

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Example: A little trick can played here: Invite others to talk first. It is an easy way to let others feel involved and ,more importantly, know their voices are heard. Also, we can show that we are actively listening to them by giving direct eye-contact and nodding. One important to note is that never interrupt anyone. Always let them finish first beforeanother one begins.

Step 4: Listen Comes First, Talk Follows

How? Ensure everyone has listened to one another points of view. It can be done by taking turn to speak and leaving the discussion part at last. State once again the problem is nothing personal and no accusation should be made.

Why? By turn-taking, everyone can finish talking and voices of all sides can be heard indiscriminantly. This can promote willingness to listen to opposing opinions.

Example: We can prepare pieces of paper with different numbers written on them. Then, ask different members to pick one and talk according to the sequence of the number. After everyone’s finished, advise everyone to use “I” more than “You” in the discussion period to avoid others thinking that it is an accusation.

Step 5: Understand the Facts, Then Address the Problem

How? List out ALL the facts first. Ask everyone to tell what they know about the problems.

Why? Sometimes your facts are unknown to the others while they may know something we don’t. Missing out on these facts could possibly lead to inaccurate capture of the problem. Also, different known facts can lead to different perception of the matter. It also helps everyone better understand the problem and can eventually help reach a solution.

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Example: While everyone is expressing their own views, ask them to write down everything they know that is true to the problem. As soon as everyone has finished, all facts can be noted and everyone’s understanding of the problem is raised.

Step 6: Solve the Problem Together

How? Knowing what everyone’s thinking, it is now time to resolve the conflict. Up to this point, everyone should have understood the problem better. So, it is everyone’s time to suggest some solutions. It is important not to have one giving all the solutions.

Why? Having everyone suggesting their solutions is important as they will not feel excluded and their opinions are considered. Besides, it may also generate more solutions that can better resolve the conflicts. Everyone will more likely be satisfied with the result.

Example: After discussion, ask all members to suggest any possible solutions and stress that all solutions are welcomed. State clearly that we are looking for the best outcomes for everyone’s sake rather than battling to win over one another. Then, evaluate all the solutions and pick the one that is in favor of everyone.

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