Whether your team has been together for several years, or most of you are new to this collaboration thing, adding sparks of fun to your meetings can go a long way. If you don't typically associate the word fun with the word meeting, you probably aren't alone...but that doesn't change the fact that people get more out of activities that they actually enjoy. We like knowing who we work with beyond the task of each given moment. It's fun to share inside jokes and text threads full of GIFs that describe our feelings throughout the week. This type of communication is more than fun--it's needed. We have to know that we belong to a team before we can take risks together and refine our practices, and it's hard to belong to a group that's all work and no play.
So, if you're feeling like your team meetings or PLCs (professional learning communities) are less than a good time--the good news is: you have total control over this. You can change both your mindset and your approaches to your team time and start to make your planning more enjoyable. Because I love a simple list, I'm sharing five strategies that can lighten the mood while keeping the focus during PLC meetings.
Strategy #1: Add Team Dynamics Activities
Understanding our teammates is a core component of developing a sense of true belonging. When we can see our teammates' strengths, as well as what they need, we can participate in authentic relationship. Attending a meeting with the sole purpose of getting only what we need out of the time is transactional and self-serving. It's not the stuff trusting relationships are built upon.
Team dynamics activities allow teammates to share about themselves while also learning about their peers. Personality quizzes and surveys are popular tools that leaders often use. The Enneagram is a great area of study if you're looking for a tool that allows folks to explore themselves in depth. The Sacred Enneagram by Christopher L. Heuertz is my favorite book resource on this topic, but if you're looking for a shorter, introduction (that connects to PLCs) check out this earlier post: Enneagram for Professional Learning Communities. (If interested in this rabbit hole, we also have nine individual posts featuring each of the nine types. You could easily use these posts to create a jigsaw experience for your staff!)
Another favorite team dynamics resource we share is the PLC Madrigal post. Team members can read through the post, name who they identify with the most, and then share their perspectives through the lens of a character. Connecting to a character is helpful because 1. We already feel less alone and 2. It allows us to discuss a 3rd-point (the character) as we describe ourselves.
Strategy #2: Share Legit Celebrations Each Meeting
Though we teach teams to begin each meeting with celebrations--though we add this section to the top of each agenda--though folks really, really want something positive to share...skipping celebrations is perhaps the most common "miss" in PLC meetings that we observe.
PLC conversations are really habit-developing conversations, and we develop habits by positively reinforcing what is working. It's really, really important that each team takes 2-3 minutes at the start of each meeting to say out loud what is working with their plan. Teams have plans; groups have meetings. Teams need to celebrate their successes (big and small) and celebrate each other.
It feels good to say and hear "Good job!" from our teammates--and we absolutely need this reinforcement. Celebrating a student or team success takes minimal effort and time--and it's an easy way to make your time more enjoyable.
Stop. Skipping. Celebrations.
Strategy #3: Use Code Words and Humor
We all know that functional teams need norms, collective agreements, and shared communication strategies. No one is ever surprised when I remind them of the need for teams to develop (and revisit) their norms. The issue is, it's not exactly easy (or fun) to tell a teammate, "Hey--you just did that thing we all agreed not to do." Addressing a missed norm feels like we're calling someone out because we are, actually, calling someone out.
We need trust and accountability from our teammates, and sometimes the most direct way to address a behavior is through an indirect approach or with humor.
Say what?
Okay, so let's say you have a teammate who gets super defensive whenever it's time to review results. This person either clams up entirely or conveniently forgets to have their data on time. It's hard for many of us to say, "Hey Judy--what gives? Why don't you ever have your data on time? This is super frustrating." So instead we just clam up ourselves, bury the frustration, and start to resent our teammate and the process. It's all pretty indirect (and classic avoidance behavior).
So what if instead of attacking Judy or clamming up, there is a third option? What if we create a code word or visual that we can reference when someone on our team misses a norm (like not bringing data on time).
Third points are very, very helpful (I talk about this a lot) so what if you create some visuals that help you all name and address these uncomfortable behaviors? Got someone who gets the team off-task a lot? Flip to a picture of a squirrel, laugh, and say, "Time to get back on track."
Have someone, like Judy, who clams up to avoid conversations? Flip to a picture of a clam and say, "I feel like we might be clamming up and avoiding a tough conversation."
Print GIFs or funny phrases that you know your team can reference, when needed, to lighten the discomfort that's starting to creep in.
We're all human which means we actually need to make mistakes (in our teams) to learn what works and what doesn't. It's not the mistakes that count--it's how we learn how to navigate them together. Use humor, pictures, phrases, GIFs, code words to help you move through uncomfortable emotions together while still holding each other in loving accountability.
Strategy #4: Get Up and Create Something
One difference between a team and a group is that a team learns how to routinely create together. Teams realize that they have a shared purpose and to accomplish their goals they must create and build together. Whether it's plays or strategies, lessons or curriculum--teams actually bond through their ability to make something.
Here is how you create in way that is fun and engaging: make it physical and visual. Grab some chart paper or blank white paper, push your laptops and screens aside, and map out what you will do. Get markers and sticky-notes; make a web or a timeline. Physically gather around a visual resource and make something.
Can you all add to a shared document on your computers? Does that count? Well, yes it does as long as you spent some time first creating a plan on a shared physical space. Our brains need some planning and processing time--and our teammates need visuals they can add to and reference when we're trying to make joint decisions.
Take the time to get your team up and around a shared planning space. Give each person a marker or sticky-note. Create opportunities for 100% engagement with your team. You want to hear more from your quieter teammates? Create opportunities for everyone to share what they think in writing. You want more structured, specific strategies to get shared? Use a web or organizer to anchor the team's brainstorming. List the anticipated struggle in the center, and then pre-plan strategies that you'll all commit to using.
In my Proactive PLCs session, I model how to use this graphic organizer to proactively plan strategies that learners need during our Tier 1 instruction. You can use this graphic or many others to anchor your brainstorming--the key is to use something that gets the team up and creating.
Essentially: if you feel your team is stuck in a rut with the conversation or agenda format--switch it up from time to time and on paper (yes--paper!) brainstorm out what you will do. Physically planning and creating is actually fun.
Strategy #5: Turn it into a Game
Turning something we don't think we want to do into a game actually works from time to time. My son needs to take his laundry upstairs but doesn't want to? As soon as I challenge him to see how quickly he can do it--he grabs the pile and runs upstairs. Does that mean he actually puts the clothes away correctly--no, not necessarily, but listen, this is all about process not perfection.
Sometimes our teams need the chance to laugh, challenge, and create through the use of a game. Let's say you want your staff to brainstorm different engagement strategies for their math block. You can list them out, sure--but you can also create a simple game--like Family Feud or Jeopardy--to add some fun or sparkle to the session.
Now, you have to really know your team to know if gamifying would add fun or annoyance (let's be real) but once you figure that out--adding a little competition can be great.
I created PLCs Against Humanity because I figured we needed a funny, tangible way to talk through some less-than-funny behaviors our teammates exhibit during team meetings. The goal of the game isn't actually to win (though when you watch folks play--they definitely want to win) it's just to facilitate conversation around some less comfortable topics.
Games add humor, structure, and speed to conversations that may need some support. It's like they have a way of tricking our brains (and behaviors) to be try something we previously wanted to avoid. And I don't know about you all, but I know my brain needs to be tricked from time to time.
I'm certain there are so many other creative ways to add fun to your PLC meetings--and I'm glad this isn't an exhaustive list. The most fun actually comes from your sense of accomplishment that you feel when you realize your hard work is positively impacting your student outcomes. That's why Strategy #2: Share Legit Celebrations Each Meeting is probably the most impactful overall (and least gimmicky). Honestly sharing what is working, each and every time, builds the positive culture in our buildings (and districts) that we need.
If you do nothing else to improve your PLCs or add some fun to your meetings--simply commit to 2-3 minutes of intentional celebration from here on out.
You'll be amazed at what a quick reminder of your positive impact does to your overall team development.
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