Ice breaking and energizing in presentation

Submitted by:

Name Grade/Number
Abdus Salam Ratan
Sadia Satter
Nanadan Datta
Fatima Siam
Nanak Dewan

Submitted to:

Moinuddin Chowdhury

Professor Adjutant
Bangladesh University of Professionals (BUP)
Faculty of Business Studies
 Table of Content
Content Pages
Letter of transmittal 1
Abstract 2
Introduction 3
Methodology 4
Ice breaking and energizing 5
Ice breaker 5

Ice breaker when participant don’t know each 6

other

Main types of ice breaker 6-9

Example of activity base ice breaker 10-11

Why use Ice breaker 11-12

A one word ice breaker 12-14

Energizer 14-15

Survey reports 15-20

Analysis 21

Trainers comment 21

What do you think of ice breaker? 22-23

What do you think of energizer? 24-25

Reference 26

Conclusion 27

Limitations 27-28
1st November 2019
Moinuddin Chowdhury
Professor Adjutant
Bangladesh University of Professionals (BUP)
Faculty of Business Studies

Subject: Submission of term paper on “Ice breaking and Energizing in presentation”

Dear Sir,

It’s our pleasure to present the term paper on ‘Ice breaking and energizing in presentation’ as a
requirement of Presentation skill development course in Bangladesh University of professionals
(BUP). We enjoyed preparing this term paper though challenging to finish within the given time.
We have tried our best level to include all relevant information related to Ice breaking and
energizing in presentation. We have strongly belief that the report will fulfill your expectation and
tried to give our best effort so that we can prepare solid term paper according to your instruction.
We would be grateful if you accept our team report.
All our efforts will be successful if the term paper can server its purpose.

Sincerely yours,

On behalf of Team

Abdus Salam Ratan

MBA professionals, BUP

Batch-22 Section -A
Abstract:
Ice breaking is the first and foremost part of any kind of presentation which creates the
environment very friendly and make more flexible to speakers. Getting to know each other,
getting people to think about a specific topic, or simply just to wake up a sleepy and tired group
Ice-breakers and energizers are used. Ice-breaking activities and energizers are great for team
building. Icebreakers are always thought of as the way to get audience comfortable and familiar
with the speaker. Ice-breakers create comfort among people who cannot communicate easily. So
it acts as a bridge between presenter and all audience weather they are introvert or extrovert.
Many people think of ice breaker and energizers as an optional activities to be done if there is
time. People should consider it as an integral part because it’s an effective communication tool.
The ice-breaker is something that will set the stage for the presentation. This term paper tells
everything what speaker need to know about using ice breaker and energizer for effective
presentation.
Introduction:
Language is the most important aspect in human interaction. People communication and interact
with others by using it. In a wide community, speaking is the productive skill. When we speak we
produce the text and it should be meaningful. In the nature of communication, we can find the
speaker, the listener, the message and the feedback. It means that speaking is an activity to
express feeling and idea orally, there are some examples of speaking activities, they are dialogue,
interview, speech act and etc.

In teaching and learning process commonly the speaker have problem from themselves because of
making mistakes to express their idea in some sentences. Actually in learning language, every
speaker must speak up. It’s started from trying it the practice continuously without feeling afraid.
Every mistake can be corrected and the speaker can learn from those mistakes to develop their
speaking ability, because the purpose of learning to speak English is the students have to be able
to express their idea, to practice dialogue, to tell the story, and especially to communicate with
their audience or in their daily conversation. But in fact, most of the speakers do not have that
capability to speak in front of audience as well. Most of the speakers at the public place do not
know how to speak even though in a simple conversation with their audience. In fact, they have
learnt many things in but they are not able to use in spoken language. The speakers sometimes
face many problems in learning speaking because many factors such as they are shy of speaking
in the class. Therefore, it is important to stimulate the speaker to speak in the stage. Based on the
statement, the researcher chooses Ice Breaker strategy to make the speaker become active to
improve their speaking ability. This study reveals about the efforts to improve the speakers
learning outcomes. This strategy will train the speaker to be able to speak. Ice Breaker can be
useful way to start a presentation or training session. It can be a game or activity that is used to
introduce people to each other so that they feel more relaxed together. It is one kinds of providing
instruction with active learning Strategy, because this strategy more emphasize on the activeness
in learning process. The researcher thinks that Ice Breaker Strategy can help to develop speaking
ability, because it gives a chance to learn and also to play with.
Methodology:
To complete this term paper these are used two types of data.

1) Primary Data
2) Secondary Data

Primary Data: The primary data has been reflected by the writers of the team members own
experience in presentation. For this instance some experimental activities done regarding topic
This sort data has been taken from different kinds of websites, Journal, thesis papers, books and
many other sources.

Secondary Data: This sort data has been taken from different kinds of websites, Journal, thesis
papers, books and many other sources
Ice Breaking and energizing:
Bringing people together from different offices? Holding a busy multi-company conference?
When people get together, it can be difficult to encourage general socializing or kick off
networking opportunities, especially if they are strangers or team members who don’t work
closely together. Icebreakers give attendees a much gentler introduction to each other, without
being put on the spot or having to stand up in front of the group. In addition, using our energizer
games mid-way through a long, on-going conference is an excellent way to re-energies delegates
and refreshes them after having been in one place for some time.

Break through the awkward openers and interpersonal barriers with our fantastic team building
icebreaker and energizer games. The perfect excuse to get attendees moving and chatting, all
while introducing a fun break or start to your business event.

Icebreaker
An icebreaker is an activity, game, or event that is used to welcome attendees and warm up the
conversation among participants in a meeting, training class, team building session, or another
event. Any event that requires people to comfortably interact with each other and a facilitator is
an opportunity to use an icebreaker.

An effective icebreaker will warm up the conversation in your training class or meeting, reinforce
the topic of the session, and ensure that participants enjoy their interaction and are engaged in the
session. The icebreaker, used effectively, does break the proverbial ice in a meeting.
Icebreakers When Participants Don't Know Each Other

When participants don’t know each other, the icebreaker will help them introduce
themselves to the other participants. The icebreaker is the most effective tool to
begin to engage the interest and encourage the participation of attendees in a
meeting or a training or team building session. A well-selected icebreaker makes
people comfortable enough to speak up.

Icebreakers When Participants Know Each Other

When meeting participants do know each other or are participating in a regularly scheduled
meeting, an icebreaker is still effective to warm up the conversation. In a mid-sized
manufacturing company, participants in a department's scheduled weekly meetings took turns
bringing an icebreaker to lead at the start of the meeting.

These icebreakers did warm up the conversation and build employee interaction. They also helped
participants to develop meeting leadership skills which made them more effective in their role as
team leaders.

Main Types of Icebreakers

Three main types of icebreakers are used in these meetings. The first type of icebreaker is just for
fun. When participants know each other, laughter and conversation generated by the icebreaker,
warm up the group. When participants are strangers, the ice is broken and participants learn
something about each other.

This ensures that introductions and initial conversations occur; these are keys to make sure that
participants enjoy and find value in the session. The following are examples of icebreakers you
will want to use when fun and comfortable conversations are the goals.
 1. Icebreakers for Conversations

Some ice breakers are fun and funny, and their goal is to help participants enjoy meeting with
each other. Other times, you might want to tie the ice breaker into the topic of the meeting.
However, that doesn't always have to be the case when you use fun and funny icebreakers to start
out your meeting or team building session.

These ice breakers can produce laughter that contributes to a genuinely relaxed meeting
environment. Employees who are laughing together are comfortable interacting with the other
employees who are attending the meeting. Their laughter keeps the room alive and feeling warm
and interactive—exactly what you expect your fun ice breaker to do.

For these icebreakers to be effective, all you have to do is supply the question. Your participants
who are naturally funny and communicative will provide the rest.
 2) Icebreakers as a Segue into the Topic of the Meeting

The second type of icebreaker introduces or segues into the topic of the training session or
meeting. It might also generate laughter and conversation, but its clear purpose is to open up the
topic of the session.

An example of this type of icebreaker is asking the group to identify the characteristics of their
best team experience to introduce a session on team building.

3) Icebreakers as an Activity Based on the Reason for Meeting

The third type of icebreaker is an activity based on the purpose of the session. Participants engage
in an activity to explore and improve their work or working relationships or to solve problems and
identify new pursuits.
Example of an Activity-Based Icebreaker
For example, a Human Resources department wanted to find out why they took 3-4 months to
replace an employee who resigned. They found this performance unacceptable and it did not meet
the needs of their organization.

The icebreaker activity encompassed a full meeting session during which they flow charted their
entire hiring process as it existed at that moment. Since this was an immediate activity that
everyone in the department could participate in, it served as its own icebreaker.

A Second Example of an Action-Oriented Icebreaker

The second example of an activity icebreaker is a commonly used approach to debriefing work
events or activities. For example, a team met to debrief an employee team-building event that is
scheduled annually. Instead of using an artificial icebreaker, their icebreaker was a brainstorming
session about the event. They identified what went well about the event and what went poorly.
Since every member of the team attended and had opinions, this exercise functioned as their
icebreaker.

Variations on these three approaches exist, but these are basically your three main kinds of
icebreakers.

Why Use an Icebreaker?

Icebreakers play a significant role in events in which communication and participant comfort
level are important factors. They help you ensure that all attendees are equal participants and they
fully engage participants when you want them to own the outcomes of the meeting or session.

They break down the barriers that exist inherently and by design in workplaces. These include the
organization's hierarchy, organization chart, job titles, and various departmental entities.
Following are the reasons why you will want to consider using an icebreaker.

When participants know each other and you want to warm up and get the discussion flowing
comfortably, an icebreaker is in order.

When participants know each other and

work in different areas or departments, an
icebreaker will break the ice that can
occur between these silos.
When participants know each other but
have different job titles and levels within
your organization’s chain of command, an
icebreaker can break down the barriers
that might inhibit honest, comfortable
communication.
When participants are strangers, an icebreaker is a
comfortable, simple way to make introductions, help
people start communicating and sharing thoughts, and
generally, warm up the room.
When participants don’t know each other but share a
mission, an interest or an idea and have a lot in
common, an icebreaker warms up the group prior to
more serious discussion of the topic. You can use an
icebreaker topic that allows the group to enter into the
topic discussion but not the more weighty issues at
hand.
When participants are diverse: various ages, ethnic
groups, profit, and nonprofit organizations, job titles
within their organizations, and have unknown areas of commonality and shared interests, an
icebreaker is essential to get people talking, generate laughter and start with an initial level of
warmth within the room.

A One-Word Icebreaker

Need a quick, no preparation icebreaker that works like a charm to break the ice in a meeting or
training session? Highly adaptable, this icebreaker leads the participant’s right to the content of
your meeting or training class. Here, see this one-
word icebreaker and suggestions about how to
endlessly adapt this icebreaker to your participants'
needs.

Sometimes, the seemingly simplest icebreaker will

help you more than an elaborately developed and
painstakingly prepared complicated icebreaker. You
can figure out the one word to solicit the reactions of
your attendees on the fly and then, devote the rest of
your preparation time to the content of your meeting
or training session.

One Word Icebreaker Steps

1. Divide the meeting participants into groups of four or five people by having them number
off. (You do this so that your participants get to know fellow attendees. People generally
begin a meeting by sitting with the people they already know best, when your goal is
normally team building across a group.)
2. Tell the newly formed groups that their assignment is to think for a minute and then to
share with their group the one word that describes X. In the first venture with this
icebreaker, leading a session on organizational culture, the request from the group was that
they think about their current culture and come up with one word to describe it.
3. This icebreaker helps the group explore their thoughts on a common issue. This icebreaker
is a perfect segue into the topic of the meeting or training class. The group was fascinated
by the variety of the words chosen by the other participants to describe their culture.
Consequently, the icebreaker did provide a snapshot of the current thinking of the group
about their culture. (The group's one-word culture descriptions ranged broadly: funky,
family, fun, bipolar, fractured, cohesive, inspiring, and motivational are samples of their
chosen words.
 4. This icebreaker sparked
spontaneous conversation in
every group as the participants
questioned each other about the
meaning of their one word.
They asked for examples and
found that the combination of
the participants' chosen words
did describe their current
organizational culture.
5. Upon completion of the initial
spontaneous discussion, ask the
participants to share their one
word with the larger group.
Ask for a volunteer to start and
then, ask each participant to
share their one word that described their culture. (Even your most quiet members are
comfortable sharing their one word.
6. Next, after the participants have listened to the variety of words from the larger group, ask
them to explore several questions in their small group. In this instance, asking each
participant to select one word to describe their organizational culture, the participants were
then asked these follow-up questions.
 Is this culture consistent across buildings and departments?
 Is this the culture that you want to have in your organization?
 Does this culture support the accomplishment of the environment you desire for
employees and the achievement of your company goals?
Your opportunity for follow-up questions is endless. These debriefing questions
can support the content of your training class or meeting.

7. Debrief the icebreaker by asking for a volunteer from each group to share a point or two
that highlighted their discussion. (You will find that many of the session attendees took
notes.)
8. Because your participants are almost always your best source of laughter and fun in
a meeting or training session, each of these steps generated remarks, insights, ah-has, and
examples.
9. Upon completion, move into the rest of the material you have prepared for the session.

This one-word icebreaker takes 10–15 minutes with the initial enthusiastic, unstructured
discussion that the icebreaker generates. Total time will depend on the number of additional
questions that you ask the group to discuss as part of the debrief of the one-word icebreaker.

More Applications of the One Word Icebreaker

While this one-word icebreaker was developed for the above-described session about
organizational culture, the applications of the one-word icebreaker are limited only by your
imagination. Here are a few ideas for adapting the one-word icebreaker to your needs.

 Session about Teams: what is one word that you would use to describe your team?
 Session about Communication: what is one word that you would use to describe the
effectiveness of your communication?
 Regular Weekly Meeting: what is one word that you would use to describe how work is
going for you this week? Or, in one word, describe your most significant challenge this
week.
 Managing up Session: in one word, how would you describe your relationship with your
boss?
 Session about Empowering Employees: what comes to your mind first when you think
about empowering employees?
 A Class about Performance Management: what is one word that describes your current
employee appraisals?
 Session about Interpersonal Communication: what is one word you would use
to describe the communication skill you are most interested in developing?
 For a Session on Conflict Resolution: what is one word that describes how you feel
when you think about having a conflict with a coworker?

Please note that each of these examples provides an excellent opportunity to segue into the
content of your meeting or training session. They also serve as a simple needs assessment for
what your content needs to cover to meet your participants' needs.

Energizers
Trainers can help break up the pace of the day with fun interactive sessions called Energizers.
Energizers are especially useful after lunch or long periods of sitting, when the group energy is
frequently at its lowest and/or participants can seem to be the most disengaged. Energizers are
also useful when the group, trainer included, simply needs a fun break from training sessions.
Summarize meaning of Icebreakers and Energizers?

The best way to sum up an icebreaker or energizer is as a short, gamified networking exercise that
encourages individuals to talk to each other or learn a bit about each other’s personal strengths or
weaknesses. Take our option; Face to Face, this is a direct communication icebreaker that sees
team mates learning about each other’s shared interests, forming strong interpersonal bonds and
getting to know each other in a more relaxed format.

Whereas our Mexican Railway energizer session sees teams pitted against each other to be the
first to build and work their railways. It’s a more physical activity than Face to Face and leaves
less time to network, instead focusing on solid teamwork and improved team dynamics.

Survey Reports:

Do you use an icebreaker at the beginning of the course instead of going through delegate
introductions?
When delegates are tired, such as during the afternoon, do you use energizers to wake them up
and motivate them?

Irrespective of the course content, do you use favorite go-to exercises used to break the pace,
energies people and motivate them?
Do you think it is a good idea to use energizers for adult training?

On average, how many icebreakers or energizers do you use in a day long course?
How long does a typical icebreaker take to run?

How long does a typical energizer take to run?

When using energizers how important is each of the following parameters?
 Analysis
 More than 55% of trainers almost always use icebreakers at the beginning of the course. This
makes a lot of sense as it is precisely at the start when you may need to bring the delegates closer
together and make them feel more comfortable with each other.
 Energizers are naturally ideal for afternoon engagement and the survey results over whelming
confirm this.
 Favorite go-to energizers are used by most trainers when needed, but not too religiously.
 The overwhelming majority (97%) believe that energizers are great for adult training. Energizers
are not necessarily patronizing or childish as some trainers imply. We should be careful in how
and when energizers are used, but we cannot dismiss them as a category by labelling them
“condescending”.
 Most trainers use 2 or 3 icebreakers or energizers in a day-long course.
 The vast majority (85%) think that an icebreaker should not take longer than 15 minutes,
preferably less than 10 minutes.
 In contrast, most trainers (72%) think that an energizer should take less than 10 minutes. Hence, it
is critical that energizers don’t drag and tend to be shorter than icebreakers.
 When deciding what energizers to use, the most critical characteristics are identified as:
 It is not critical for an energizer to be directly related to the topic of the course. This is great news,
because it means you are not too restricted in your choice of energizers. Though of course if you
find one that is related to the course, go ahead and use it.
 Energizers are useful for moving people, making people think and laugh, but they are not critical.
You can achieve similar results using a well-designed activity related to the main topic of the
course. Off-the-shelf energizers are a tool in your toolbox, to use when the circumstances dictate
it.
 Energizers are most often used when delegates are tired. You can plan this in advance for
afternoon sessions when you know many delegates can be tired, bored or sluggish due to heavy
lunch.

Trainers’ Comments
We also collected views of respondents about icebreakers and energizers. We have divided these
views into a series of clusters with representative ideas included so it is easier to understand what
the training community thinks.
 What Do You Think of Icebreakers?

Cluster 1: Icebreakers Are Essential

 An important part of the program to make participants feel more at ease and less antagonistic.
 React way to get to know groups from both the trainer and participant aspect. Always looking for
new ones.
 They give training a good start.
 I think they’re great, they provide an opportunity for delegates to comfortably interact.
 Very important to create an open learning environment but boring for us to conduct regularly.
 It is really powerful technique to create positive, safety and comfortable atmosphere for
participants from the very beginning.
 I think icebreakers are the best tool a trainer can ever have.
 Great way to break down barriers, especially if they are fun and not related to the course topic.
We don’t do name, length of service etc... This is what delegates expect.
 They are a vital component of most sessions I run - obviously more so for groups that don’t know
each other, but also for groups that have known each other for some time but who don’t typically
interact with each other on a day-to-day basis. They are a good way to set the tone for the session
and help to allow people to be comfortable with each other, before getting into any “serious”
discussions. Really vital in groups where participants don’t know each other at all.
 Very important to help participants relax and gauge the facilitators style. Most helpful to the
facilitator to gain a sense of whom is more outgoing, interaction style, shyness, etc.
 It relaxes participants and gears them up for an enjoyable course.
 Icebreakers set the pace of the training session, and create harmony and bonding within the group.
Icebreakers are absolutely essential.
 Very important to break preoccupation with pressures of work and lead into the topic to be
covered.
 I think it’s important to set the tone and pace of the training. I often try and link the icebreaker
activity with the module I am training. It also gets people more comfortable with environment and
getting to know each other.
 As a facilitator, I follow Bob Pike’s concept of icebreakers. I believe icebreakers are used at the
start of the training or start of the day (if needed). As the name itself indicates, they are used to
break the ice, bring the participants in to the comfort zone. Make them feel at ease to ask
questions and collaborate.
 They are useful as water is for life.
 It is imperative to bring the trainees to the training room – mentally.
 Breaks tensions in a mixed group, it develops communication and community, builds trust and
openness, the atmosphere becomes very relaxed.
 Very important to leave lasting memorable messages.
 Depending - sometimes important and sometimes just useful.
 Delegates like it & do not forget it.
 Extremely valuable to break down barriers and to get to know some of the other participants.
 Icebreakers are very important to get attention and motivate trainees to actively participate in
interaction.
 Cluster 2: Icebreakers Are Not Needed

 Not necessary. Waste of time. They have come to learn and do a course. We are dealing with
adults who have come to do a course not be entertained by silly time wasters!!!!
 Find they make people feel a bit awkward.
 Not as common or useful as previously. Training has changed, at least for me.
 I like them as long as they are linked to the course content.

Cluster 3: How to Use Icebreakers

 They are usually more effective if the participants don’t know each other too well.
 I find them most beneficial with a new group of trainees, who are a bit nervous.
 I interchange icebreakers and energizers and use them similarly to address specific needs.
Sometimes they are planned to achieve a specific outcome or to anticipate a certain phase/stage in
the training; other times I use them as a response to what I am observing in the room in terms of
energy, focus or challenging dynamics that I want to address or change.
 I think they get the ball rolling and I like to use a game version if possible and provide prizes to
the winning team.
 Thank you Skills Converged for creating some very workable icebreakers. I have especial
application of the one where members of same company who think they know everything about
each other are made to go around and locate a colleague who has or does this habit or trait: it
works to alert them that they can do lots to approach the person next door.
 They are needed to set the climate, but should not take too long.
 What Do You Think of Energizers?
Cluster 1: Energizers Are Essential

 Useful to break the state, get people energized and focused and more prepared to learn especially
after a break.
 A good pace changer when trainees appear to losing their attention span.
 Absolutely essential to break the pace, add variety, energy & most importantly it becomes
experiential learning with better recall.
 It’s like a mini-break energizing people to keep focused on the training content.
 Energizers are important to activate dull and tired delegates.
 I think they’re great. It helps move people from a state of lethargy or disengagement to vitality
and engagement.
 They break the monotony and heaviness of a session.
 They are the best gift for groups as they energize them and put them back in the mission.
 Very helpful instrument when participants tired, after coffee break to change the pace, any
situation when participant attention is low.
 I think they are needed for any and all presentations.
 Extremely valuable to re-engage the minds or focus for retention of the training material.
Attention span for adults is limited and without energizers absorption of critical content is
reduced.
 Vital but usually to emphasize course content, not just to re-energies.
 It breaks up the monotony of a day long course, particularly a technical one.
 Energizers are a great way to liven up and motivate trainees when they’re tired. In addition, they
are great for change in pace as well as in gliding into a new activity/aspect of the training.
 Keep the motivation to knowledge and learn high. The objective of upskilling is met by
energizers.
 Love to use these when the participants are experiencing low energy and it gets them up and
moving.
 I love them, as long as they are quick and easy.
 Any activity that stimulates the participant’s brains or body is an energizer. They have to be short
and fun.
 Energizers are required to be brought into action when the trainer realizes that the audience is
drifting away from the topic of the workshop, especially important after lunch if it is a daylong
workshop.
 It just adds to the atmosphere, it creates creativity and fun, it makes people see each as normal,
and people become themselves.
 Excellent means to energies participants and increase engagement.
 Also very useful helpful especially for employees who work nights.
 They are oxygen masks. Get you breathing participants?

Cluster 2: Energizers Are Somewhat Useful

 Other than taking breaks and getting people to interact socially, never really used any but like the
idea of using them in the future for larger groups
 Useful but I feel does not go with my serious personality.
 It depends.
 Not as crucial as ice-breakers, but still helpful, particularly post-lunch or whenever energy levels
are dipping (also useful after a particularly “heavy” discussion). However, I tend to only use
energizers that have something to do with the topic of discussion/learning itself - so, rather than
“artificially inserted”, they are part and parcel of the flow of the session. I normally have a few in
mind as part of my planning for the session and use them when and if necessary.
 Useful but if you have already planned activities it might not be required.
 Don’t use them as much as icebreakers - but I should.

Cluster 3: Energizers Are Not Needed

 Not really necessary unless the group is a demotivated one and would then break for a relevant
writing or talking assignment related to the subject matter.
 I try to structure training so that I don’t need these.

Cluster 4: How to Use Energizers

 I have to think about venue and mobility and what the group might feel comfortable doing but
always looking for ideas.
 Always incorporate after any break.
 Good for energizing people after lunch or around 3:00.
 Useful after lunch, or if the class is lagging do to the weather, course content. We sometimes
throw them in, even if the class is energized.
 They are useful in getting a group back on track after a tedious morning/afternoon.
 Really good way to engage the group - But they can be over used.
 Use them after lunch when blood sugar rise hits—also important if there is time.
 Energizers are used during the training when you feel the participants are losing the focus and you
need to energize them. One occasion I have frequently used energizers, is after the lunch.
Meanwhile, I feel it’s not necessary to link the energizers to the content. If possible, it would be
great, but not mandatory.
 Will be very good if it is also relevant to the theme of instruction.
 Useful, when short; particularly after lunch.
 Energizers are required to be used after every 2 hours of training, post lunch. It should be a 5
minute activity or a game.
 Energizers are meant to boost the energy level, and keep participants active and engaged during
the training sessions especially after “heavy” lunch. It is important to plan relevant (to training
topics) energizers as part of the training schedule. To make them relevant, facilitators should
summarize gist of the energizer (especially when energizers involve solving problems/dealing
with challenges in groups), and make sure that they summarize main points and observations.
References:

 https://www.thebalancecareers.com/what-is-an-ice-breaker-1918156
 https://www.mentimeter.com/blog/audience-energizers/ready-to-use-icebreaker-templates-for-
every-occasion
 http://www.wilderdom.com/games/Icebreakers.html
 https://www.catalystteambuilding.co.nz/articles/blog/blog-icebreakers-energisers-db
 https://www.mindtools.com/pages/article/newLDR_76.htm
 https://slideplayer.com/slide/13182773/
 https://level-up.cc/you-the-trainer/ice-breakers-and-energizers/
 https://trainingindustry.com/articles/content-development/7-star-training-icebreakers-and-
energizers/
 https://www.teambuildingasia.com/info/energisers
Conclusion:
After observation, was found that the speakers speaking skill before the use Ice Breaker strategy
was low. It can be seen from the mean of students score and the percentage of successful it is
indicated that speaker speaking skill before the use of Ice Breaker strategy was low. The
improvement of speakers score indicates that the speakers in presentation speaking skill increased
significantly. Therefore, the researcher concluded that Ice Breaker strategy can help students in
speaking skill.

Limitations:
The findings of this study suggest that those involved in training programs should devote some
time in the orientation phase of each training program to ice breaking activities. Otherwise,
training programs may not yield the expected benefits. Ice breaking sessions are neither costly nor
time consuming, yet they have a positive impact on training, releasing tensions among
participants, and helping to overcome barriers among the trainees, on one hand, and with trainers,
on the other. Findings also suggest that ice breaking is not limited to training settings. In fact, it
can be applied in other contexts such as education, meetings, socialization of newcomers to an
organization, task work, or any type of activity that requires interaction and group effort. No
direct previous studies were found to be compared with the findings of the current study.
Although all possible care was taken to increase the internal validity of the study by controlling
variables that may affect outcomes, some personal factors such as participants' level of
intelligence, personality type, nature of job were not taken into account when selecting
participants and may have had an impact on the result of the training. The external validity of this
study should also be taken with caution. That is, the subjects of the experimental groups might
have been exposed to external factors, between pre-test post-test period, that were beyond control
and might have led to, or affected, the positive outcomes of the experiment. External validity can
be improved by refining the findings of this study in other settings, such as education, meetings,
negotiation, new employee reception and socialization. Gender, and cultural diversity variables in
connection with the nature of the experiment conducted in this study is also worthy of closer
examination by researchers. Training managers should encourage trainers to begin training
programs with an ice breaking session at the beginning of the program. While the ice breaking
session should be longer in the first day of training, a warm up short session in the following
days, and a reflection on their experience for the day before can be enough. Trainers who begin
their training programs with an ice breaking session must prepare themselves very well in terms
of the kind and nature of exercises and activities they select, and ensure that they are properly
performed. It is a good idea to bring in a qualified expert to run some low impact aerobic exercise
and stretches, in case the trainer cannot do it. Harmful exercise or activities must be avoided. In
particular, if there is any physical exercise, the trainer must make it clear that those who have any
medical problems and hesitate to participate can wait, but watch or be assigned another task in the
activity such as encouraging others, until the exercise is over, then join the group in subsequent
activities. Trainers must have all necessary materials ready in advance: pens, writing boards,
drawing materials, cello tape, pencils, and so on. Charts, posters and other visual aids must be put
up before the beginning of the session. Cultural and religious values must be taken into account
when selecting the ice breaking activities for a co-training program. For example, Muslim women
may object to doing physical exercises with men during such sessions. Violation of cultural or
social conventions may render ice breaking sessions futile and, indeed, erect personal barriers
rather than break them down. Trainers and professional organizations associated with training
should develop ice breaking exercise and activities that fit the setting, gender, culture, and values.
Such ice breakers must be revisited and evaluated, then modified based on studies and feedback
from participants. 6. Regardless of the careful selection and effective application of ice breaking
activities, the trainer must be knowledgeable in the training subject, familiar with different
organizational environments and settings, and should apply different training methods that help
bring about the benefits of ice breaking activities. The Impact of Ice Breaking Exercises on
Trainees' Interactions and Skill Acquisition .The study suggests that the time allocated for ice
breaking activities should be approximately fifty minutes in the first training day, and about
twenty minutes in the following training days. It is recommended that the trainer have a training
assistant when doing ice breaking. The assistant will help in organizing, giving directions and
instructions, and encouraging the group to work together. When training a large group, it is
recommended to divide them into subgroups. An assistant will be crucial in this case.