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15 Ice Breakers That Instantly Connect You with Anyone at Work and Party

15 Ice Breakers That Instantly Connect You with Anyone at Work and Party

We’ve all faced being the “newbie” one time or another. New to school, new in college, new at work or even moving into a new neighborhood – or simply being a new face leading or moderating a session. Whilst we may be great talkers with our friends, introducing ourselves to new faces and basically trying to “belong” into a group can end up making most nervous.

We are afraid of saying the wrong thing and making really awful first impressions so more often than not we dither and feel awkward, especially if the group you want to have a conversation with seems tight knit. The solution: try some tested and trusted ice breakers.

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When Would You need Ice Breakers?

Think of all the situations you’ve ever been in when you were the one needing to introduce yourself to a group or just some new faces. It could have been at school or college, at work or in a gym, at a conference or a training session, at a meeting or even at the PTA meeting – standing in one corner and feeling awkward never helped, did it? But a smile and a witty opening often did – and so ice breakers come in handy anytime you want people to feel comfortable with you and listen to you, or have a conversation with you.

In large groups like meetings and training sessions, ice breakers help people engage with each other and get cracking [1]. Ice breakers are supposed to do multiple things:

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  • Thaw the ice: The ice is usually the fact that the people in the group (including you) haven’t met and interacted with each other.
  • Turn the participants into contributors: Be it a training session or just a conversation, ice breakers are meant to draw people out of their shells and contribute their bit to the interaction.
  • Create commonality and connection: Ice breakers should basically use a common factor that all the people in the group share – think of common things that could warm up the group and get them excited and involved, as a group.

15 Ice Breakers That Truly Thaw the Chill

Ice breakers can be categorized in various ways – suited to smaller groups or larger audiences, or ice breakers that are activity based, interest based, party based or simple introductory ones as well [2]. So now that you know the basics of icebreakers, let’s list out 15 tried, trusted and tested ice breakers that many public speakers and experts often use, as and when needed.

At Work: Introductory Ice Breakers For Sessions and Training

These are used when an oddball mix of a group comes together, and most are strangers to each other. Introductory ice breakers set the ball rolling, so as to speak and help shake off that awkward “I don’t know you from Adam” feeling..

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  • A Little Known Fact: Suitable for groups ranging from 10 to 20. In this introductory ice breaker, you ask each group member to list out their names, departments, years or service, what they do and one little known fact about themselves – usually, this incites many a laugh since people do try and be funny about their “facts”.
  • In One Word: Another way to get the ball rolling is by introducing a pertinent subject and then asking all the members of the group, to state their feelings about it in just one word, one by one. You will see a few smiles, some head shakes and plenty nods in this one.
  • Try Something Fun: Ice breakers don’t always have to be relevant for the meet/session afterwards, they are just there to get some laughs out and get the attention on you, the speaker. So to make a training session (that most participants might be dreading in all honesty) fun, start with a wacky question that gets people laughing even before the question. Like which animal/vegetable/Transformer/Barbie/GoT character would you be and why, if you were one! [3].
  • Twinkly, Shiny Work Moments: Ask each member of the group to stand up, introduce themselves and what they do, and then talk about the three best work movements they ever had. Invariably people will mention an award or achievement, a brainstorm moment they had and often, a time when everybody else pitched in to help him or her and proved that people can be friends at workplaces too.
  • Five of Anything: You can use ice breakers like these to spilt large groups into more manageable groups of three to five, to get the conversation started. But remember, get the participants to switch places – maybe one of each department in each group so as to get actual interaction rather than friends sitting with friends. Then ask each member to talk about five of anything to the others, till each member has had a turn. It could be anything, best novels, worst movies, favorite flowers, the best/worst things about the workplace… Finally one volunteer from each group will take notes and then read out everything to the whole group – generating plenty of laughs along the way [4].
  • Pass The Toilet Paper: So bathroom humor never gets old, no matter how old you get. To play this game, pass a roll of toilet paper around a group sitting in a circle telling them to take as much as they need. Everyone laughs at the amount people take, and once the roll is finished and everyone has had a go, you drop the bomb. For each piece of toilet paper taken, the person has to tell the group something about himself or herself that the others don’t know.
  • If I Could: Ask people to think about a situation – something they read, they saw – and talk about it for 2 minutes, and basically share their dreams, possible or impossible, with the group.

At A Party: Ice Breakers That Double Up As Hilarious Games

Getting a group of people together at a party often means a group of varied ages, interests, backgrounds and such, so the best way to get the party started, so as to speak, is get in a few of these ice breakers [5].

  • Groups That Draw Together: Get people to form random groups (every one wearing red, or all who love Johnny Depp) of equal numbers. Now hand each group a sheet of paper, a pencil and some colors and ask them to draw something, together. Each group can be given the same subject to draw on. Each member gets 60 seconds to draw something and then passes the same sheet to the next who continues the drawing, and so on and so forth. The group that finishes first, wins!
  • Doctor, I Have A Strange Disease: This game can either be played in one group of 10-15 people, or split into groups of 4-5 if there’s more of a crowd. One person acts out, in a silly and over the top manner, as a person with an illness, and the others have to guess the illness
  • My Other Half: This works well for large groups with people who don’t know much about each other. Make couple cards (think Adam & Eve, Romeo & Juliet, Bonnie & Clyde, etc) – write one name on each card with no repeats. Hand each guest one card – the game is that they have to find their other half by asking other guests yes or no questions only. The first couple to “complete themselves” wins.
  • Tell Us A Story: Draw a large grid square on a sheet of paper and in the four quadrants, write four fun topics: your worst date, the worst work day, the time you were most embarrassed and a vacation gone wrong. Guests line up and toss a coin at the quadrant, and then have to recite a story about the topic they “chose”. The funnier the better.
  • Do You Have? You can split a large group of guests into teams and then give each team a pre-prepared list of things to produce from their purses and pockets (think coins, $100 dollar bill, a baby picture, bifocals, a condom). Limited time and the team with everything or almost wins.
  • Animal Sounds: Each guest is handed one of a pair of cards, with an animal’s name on it, and on random and in secret, another guest is handed a duplicate of the same. Guests walk around making the sounds and doing the actions of those animals till they find their partner.
  • Nutty Questions, Nuttier Answers: Write zany questions on separate chits of paper – things like “Do you like potatoes?” Then on separate chits of paper, write equally zany answers like, “I have only one dream, and that’s it”. Stack the piles on each side of a table and split the group into two. One participant from the question group picks a chit and reads it, while one participant from the answer groups reads an answer – making for some really zany conversation!
  • Who Am I? Simple, easy but fun to do. Write the names of cartoon character on chits of paper, fold them and put them into a bowl. Now ask people to fish out chits one by one and then try and enact that character (think Goofy, Donald Duck, Betty Boop, Spock, Captain Jack Sparrow), while the others have to guess the name. Make the characters as funny and colorful as possible for some hilarious fun.

And you don’t have to limit yourself to just these ideas. If you are the host, think of the most fun you had at a party and take inspiration from there. And if it’s in the office, well, it doesn’t have to be a boring meeting, does it?

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Last Updated on March 25, 2020

How to Set Ambitious Career Goals (With Examples)

How to Set Ambitious Career Goals (With Examples)

Taking your work to the next level means setting and keeping career goals. A career goal is a targeted objective that explains what you want your ultimate profession to be.

Defining career goals is a critical step to achieving success. You need to know where you’re going in order to get there. Knowing what your career goals are isn’t just important for you–it’s important for potential employers too. The relationship between an employer and an employee works best when your goals for the future and their goals align. Saying, “Oh, I don’t know. I’ll do anything,” makes you seem indecisive, and opens you up to taking on ill-fitting tasks that won’t lead you to your dream life.

Career goal templates’ one-size-fits-all approach won’t consider your unique goals and experiences. They won’t help you stand out, and they may not reflect your full potential.

In this article, I’ll help you to define your career goals with SMART goal framework, and will provide you with a list of examples goals for work and career.

How to Define Your Career Goal with SMART

Instead of relying on a generalized framework to explain your vision, use a tried-and-true goal-setting model. SMART is an acronym for “Specific, Measurable, Action-oriented, Realistic with Timelines.”[1] The SMART framework demystifies goals by breaking them into smaller steps.

Helpful hints when setting SMART career goals:

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  • Start with short-term goals first. Work on your short-term goals, and then progress the long-term interests.[2] Short-term goals are those things which take 1-3 years to complete. Long-term goals take 3-5 years to do. As you succeed in your short-term goals, that success should feed into accomplishing your long-term goals.
  • Be specific, but don’t overdo it. You need to define your career goals, but if you make them too specific, then they become unattainable. Instead of saying, “I want to be the next CEO of Apple, where I’ll create a billion-dollar product,” try something like, “My goal is to be the CEO of a successful company.”
  • Get clear on how you’re going to reach your goals. You should be able to explain the actions you’ll take to advance your career. If you can’t explain the steps, then you need to break your goal down into more manageable chunks.
  • Don’t be self-centered. Your work should not only help you advance, but it should also support the goals of your employer. If your goals differ too much, then it might be a sign that the job you’ve taken isn’t a good fit.

If you want to learn more about setting SMART Goals, watch the video below to learn how you can set SMART career goals.

After you’re clear on how to set SMART goals, you can use this framework to tackle other aspects of your work. For instance, you might set SMART goals to improve your performance review, look for a new job, or shift your focus to a different career.

We’ll cover examples of ways to use SMART goals to meet short-term career goals in the next section.

Why You Need an Individual Development Plan

Setting goals is one part of the larger formula for success. You may know what you want to do, but you also have to figure out what skills you have, what you lack, and where your greatest strengths and weaknesses are.

One of the best ways to understand your capabilities is by using the Science Careers Individual Development Plan skills assessment. It’s free, and all you need to do is register an account and take a few assessments.

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These assessments will help you determine if your career goals are realistic. You’ll come away with a better understanding of your unique talents and skill-sets. You may decide to change some of your career goals or alter your timeline based on what you learn.

40 Examples of Goals for Work & Career

All this talk of goal-setting and self-assessment may sound great in theory, but perhaps you need some inspiration to figure out what your goals should be.

For Changing a Job

  1. Attend more networking events and make new contacts.
  2. Achieve a promotion to __________ position.
  3. Get a raise.
  4. Plan and take a vacation this year.
  5. Agree to take on new responsibilities.
  6. Develop meaningful relationships with your coworkers and clients.
  7. Ask for feedback on a regular basis.
  8. Learn how to say, “No,” when you are asked to take on too much.
  9. Delegate tasks that you no longer need to be responsible for.
  10. Strive to be in a leadership role in __ number of years.

For Switching Career Path

  1. Pick up and learn a new skill.
  2. Find a mentor.
  3. Become a volunteer in the field that interests you.
  4. Commit to getting training or going back to school.
  5. Read the most recent books related to your field.
  6. Decide whether you are happy with your work-life balance and make changes if necessary. [3]
  7. Plan what steps you need to take to change careers.[4]
  8. Compile a list of people who could be character references or submit recommendations.
  9. Commit to making __ number of new contacts in the field this year.
  10. Create a financial plan.

For Getting a Promotion

  1. Reduce business expenses by a certain percentage.
  2. Stop micromanaging your team members.
  3. Become a mentor.
  4. Brainstorm ways that you could improve your productivity and efficiency at work
  5. Seek a new training opportunity to address a weakness.[5]
  6. Find a way to organize your work space.[6]
  7. Seek feedback from a boss or trusted coworker every week/ month/ quarter.
  8. Become a better communicator.
  9. Find new ways to be a team player.
  10. Learn how to reduce work hours without compromising productivity.

For Acing a Job Interview

  1. Identify personal boundaries at work and know what you should do to make your day more productive and manageable.
  2. Identify steps to create a professional image for yourself.
  3. Go after the career of your dreams to find work that does not feel like a job.
  4. Look for a place to pursue your interest and apply your knowledge and skills.
  5. Find a new way to collaborate with experts in your field.
  6. Identify opportunities to observe others working in the career you want.
  7. Become more creative and break out of your comfort zone.
  8. Ask to be trained more relevant skills for your work.
  9. Ask for opportunities to explore the field and widen your horizon
  10. Set your eye on a specific award at work and go for it.

Career Goal Setting FAQs

I’m sure you still have some questions about setting your own career goals, so here I’m listing out the most commonly asked questions about career goals.

1. What if I’m not sure what I want my career to be?

If you’re uncertain, be honest about it. Let the employer know as much as you know about what you want to do. Express your willingness to use your strengths to contribute to the company. When you take this approach, back up your claim with some examples.

If you’re not even sure where to begin with your career, check out this guide:

How to Find Your Ideal Career Path Without Wasting Time on Jobs Not Suitable for You

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2. Is it okay to lie about my career goals?

Lying to potential employers is bound to end in disaster. In the interview, a lie can make you look foolish because you won’t know how to answer follow up questions.

Even if you think your career goal may not precisely align with the employer’s expectations for a long-term hire, be open and honest. There’s probably more common ground than they realize, and it’s up to you to bridge any gaps in expectations.

Being honest and explaining these connections shows your employer that you’ve put a lot of thought into this application. You aren’t just telling them what they want to hear.

3. Is it better to have an ambitious goal, or should I play it safe?

You should have a goal that challenges you, but SMART goals are always reasonable. If you put forth a goal that is way beyond your capabilities, you will seem naive. Making your goals too easy shows a lack of motivation.

Employers want new hires who are able to self-reflect and are willing to take on challenges.

4. Can I have several career goals?

It’s best to have one clearly-defined career goal and stick with it. (Of course, you can still have goals in other areas of your life.) Having a single career goal shows that you’re capable of focusing, and it shows that you like to accomplish what you set out to do.

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On the other hand, you might have multiple related career goals. This could mean that you have short-term goals that dovetail into your ultimate long-term career goal. You might also have several smaller goals that feed into a single purpose.

For example, if you want to become a lawyer, you might become a paralegal and attend law school at the same time. If you want to be a school administrator, you might have initial goals of being a classroom teacher and studying education policy. In both cases, these temporary jobs and the extra education help you reach your ultimate goal.

Summary

You’ll have to devote some time to setting career goals, but you’ll be so much more successful with some direction. Remember to:

  • Set SMART goals. SMART goals are Specific, Measurable, Action-oriented, and Realistic with Timelines. When you set goals with these things in mind, you are likely to achieve the outcomes you want.
  • Have short-term and long-term goals. Short-term career goals can be completed in 1-3 years, while long-term goals will take 3-5 years to finish. Your short-term goals should set you up to accomplish your long-term goals.
  • Assess your capabilities by coming up with an Individual Development Plan. Knowing how to set goals won’t help you if you don’t know yourself. Understand what your strengths and weaknesses are by taking some self-assessments.
  • Choose goals that are appropriate to your ultimate aims. Your career goals should be relevant to one another. If they aren’t, then you may need to narrow your focus. Your goals should match the type of job that you want and the quality of life that you want to lead.
  • Be clear about your goals with potential employers. Always be honest with potential employers about what you want to do with your life. If your goals differ from the company’s objectives, find a way bridge the gap between what you want for yourself and what your employer expects.

By doing goal-setting work now, you’ll be able to make conscious choices on your career path. You can always adjust your plan if things change for you, but the key is to give yourself a road map for success.

More Tips About Setting Work Goals

Featured photo credit: Tyler Franta via unsplash.com

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