This is your easiest everyone participates opener. Ask one question, get 30300 people typing, and suddenly your session feels alive. How to use it in Performance Consulting ILT: - Kick-off icebreaker: Where are you joining from today? (Classic, works every time.) - Make it role-relevant: Where does your org make most of its performance-impact decisions-HQ city or distributed? - Tie to business context: Pick a city where youve supported a tough performance turnaround. - Future-focused warm-up: If you could teleport to one business unit to diagnose performance, where would you go? Why it works for L&D Leaders: - They immediately see the diversity in the room (industries, regions, time zones). - You can call out clusters: Looks like weve got a Toronto crew-love it. NYC is showing up strong too. That tiny moment builds connection. Pro tip: If you want clean data, set it to one location per person so the map doesnt turn into a travel wishlist (unless thats what you want).

Before you teach anything, find out where people actually are. Rating Polls give you a quick pulse check without making it awkward. Use it like this: - Confidence check: On a scale of 110, how confident are you in diagnosing performance problems (not training problems)? - Maturity check: Rate your orgs Performance Consulting maturity (1 = reactive training orders, 10 = true business consulting). - Stakeholder comfort: How comfortable are you pushing back when a leader says, We need training? What you do with the results (this is the magic): - If the average is low, you can say: Perfect. Were building the foundation today. - If its high, you can say: Awesome-then Im going to challenge you with some real-world scenarios. It keeps you from guessing-and makes the session feel customized in real time.

This is how you get honest emotion and mindset on the screen in seconds. Ask for 12 word answers and let the room tell you whats going on. Great prompts for this training: - When you hear Performance Consulting, whats the first word that comes to mind? - Whats the hardest part of Performance Consulting in your org? (12 words) - What do stakeholders usually ask for first? (Youll see training, course, workshop, etc.) - What outcome do you wish L&D owned more? (Expect: impact, performance, business results) How to facilitate it (keep it human): - Read the big words out loud: Im seeing pushback getting huge yep, were talking about that today. - Use it as a bridge: Since alignment is popping, lets move into contracting and intake questions. This turns abstract concepts into a shared reality the group can see.

Performance Consulting becomes real when people share whats happening in their world. Talking Tiles is perfect when you want fuller, messier answers-more than a word, less than a five-minute monologue. Try prompts like: - Describe a time you were asked for training, but you suspected the real issue was something else. - Whats one signal that tells you this is NOT a training problem? - Where do performance initiatives get stuck in your organization? - Whats one question you wish you could ask a stakeholder without politics getting in the way? Why this boosts engagement: - People feel seen because their exact words show up. - You get a buffet of real examples to teach from. Facilitation move: Pick 23 tiles and say, Lets quickly diagnose these together using a simple performance lens. Now youre teaching off their reality, not a generic case study.

L&D Leaders love relevance. A quick poll lets them steer the session (and it keeps the but what about comments from derailing you later). Poll ideas tailored to Performance Consulting: - Where do you want to go deeper today? 1) Intake & contracting 2) Root cause analysis 3) Stakeholder management & pushback 4) Measurement & business outcomes 5) Influencing without authority - Whats your most common request type? 1) New manager training 2) Sales enablement 3) Compliance refresh 4) Tool/process rollout 5) Fix the culture (yes, really) - Which barrier hits you hardest? 1) No access to data 2) Leaders want speed over diagnosis 3) L&D seen as order-takers 4) No shared definition of performance 5) Measuring impact is messy How to use results well: - Option 2 is winning-cool, well spend the next 15 minutes on root cause questions you can actually use on Monday. That little moment of choice can seriously increase attention for the rest of the session.

You know that moment when you ask, Anyone want to share? and suddenly everyone becomes a statue? Winner Wheel fixes that in a fun, low-pressure way. Ways to use it in this workshop: - Drop a yes in chat if youre willing to role-play a stakeholder intake conversation. Im going to spin the wheel. - Type one performance challenge youre facing. Ill spin and well quickly diagnose the winners scenario. - Were going to do a quick pushback practice. Add one phrase you hear a lot (We just need training ASAP). Wheel decides which one we workshop live. Why it works: - People participate in chat because they know it might lead to being picked. - It keeps the tone playful while still doing serious skill practice. Trainer move: Always give an easy out-If you get picked and prefer not to speak, just type pass and well spin again. People feel safe, and they still engage.

Performance Consulting has a few gotchas that are perfect for mini quizzes. This keeps attention high and helps you correct misconceptions immediately. Sample quiz questions (multiple choice, one correct): - A leader says: Our reps dont follow the process. Whats your BEST next step? 1) Build refresher training 2) Ask what good looks like and how its measured 3) Survey learners about preferences 4) Book training dates ASAP (Correct: 2) - Which is the strongest indicator the issue is NOT training? 1) People are new 2) Theres no time to do the task as designed 3) People ask questions 4) The content is outdated (Correct: 2) - Whats the main goal of Performance Consulting? 1) Launch more learning 2) Improve business performance outcomes 3) Increase course completion 4) Modernize the LMS (Correct: 2) How to run it like a live host: - Let them vote, show results, then reveal the correct answer and say why it matters in the real world. This turns theory into quick aha moments.

Before you teach anything, find out where people actually are. Rating Polls give you a quick pulse check without making it awkward. Use it like this: - Confidence check: On a scale of 110, how confident are you in diagnosing performance problems (not training problems)? - Maturity check: Rate your orgs Performance Consulting maturity (1 = reactive training orders, 10 = true business consulting). - Stakeholder comfort: How comfortable are you pushing back when a leader says, We need training? What you do with the results (this is the magic): - If the average is low, you can say: Perfect. Were building the foundation today. - If its high, you can say: Awesome-then Im going to challenge you with some real-world scenarios. It keeps you from guessing-and makes the session feel customized in real time.

When youre teaching Performance Consulting, questions come fast-and theyre usually super specific. StreamAlives Q&A pulls questions straight from chat and organizes them so you dont miss the good ones. How to use it in this training: - Set a rule early: Drop questions anytime-StreamAlive will collect them. Ill pause every 1015 minutes. - Use it during sensitive topics like pushback: If you have a tricky stakeholder situation, ask it now-chances are someone else is dealing with the same thing. - End with a lightning round: Lets clear the top 5 questions before we wrap. The benefit for you: - You stop scrolling chat like a maniac. - Quieter participants still get their questions surfaced. It keeps the session flowing while still making people feel heard.

This is where you stop relying on vibe and start relying on data. After your Performance Consulting session, StreamAlive analytics show you what actually landed. How L&D Leaders and trainers can use it: - Minute-by-minute engagement: See exactly when chat spiked-maybe it was your intake script, maybe it was the root-cause framework. Now you know what to keep. - Interaction reports: Review poll/quiz results to spot patterns like Most people struggle with contracting or Stakeholder pushback is the #1 pain. - Identify top fans: Find the most engaged participants (your champions). If this was an internal cohort, those are your future peer coaches. - Share outcomes: Email reports or share highlights with your team on Teams-great for showing that the session wasnt just attended, it was active. If your goal is to increase engagement up to 9x, this is how you validate what worked-and then intentionally design the next session to be even more interactive.