Manual of Me

Manual of Me is a team exercise where each person writes a page describing how to work effectively with them. The game serves to clarify often implicit preferences: working conditions, schedules, channels, irritants, feedback, misconceptions, and support under pressure. It creates a moment of structured transparency, useful for building trust and avoiding operational misunderstandings. The manuals are then kept and reviewed, especially when a new member joins.

Walkthrough

1. 1

   Frame the intention and safety

   5 min

   The facilitator opens by explaining: "We will each write our personal user manual to facilitate collaboration, not to put ourselves in boxes." They clarify that everyone chooses what to share and that the goal is practical: to better coordinate on a daily basis. Participants listen and can then ask a clarifying question. This framing establishes a safe enough environment to discuss preferences, irritants, and needs under pressure.

   Tip — Explicitly state that the manual is neither a personality test nor an HR evaluation: this significantly reduces self-censorship and overly 'corporate' responses.

2. 2

   Present the sections of the user manual

   5 min

   The facilitator displays or distributes a page with sections to complete: the conditions in which I work best, my preferred hours and channels, what annoys me, how to give me feedback, what people often misunderstand about me, how to help me when I am under pressure. They say: "Respond concretely, with observable behaviours." Participants check that they understand each section. This step prevents manuals from being too vague or solely introspective.

   Tip — For each section, mentally ask, 'What can a colleague do differently tomorrow?': if the answer is vague, invite them to rephrase.

3. 3

   Individual writing on one page

   15 à 20 min

   Each participant writes their personal user manual on a page, either on paper or in a shared document, depending on the format. The facilitator gives the instruction: "Write for your colleagues, not to justify yourself; be honest, simple, and useful." They allow for quiet time, answer questions without influencing the content, and remind participants of the sections if needed. This individual phase allows everyone to reflect before being exposed to the group's gaze.

   Tip — Announce a time check halfway through, then two minutes before the end: this helps perfectionists finish without seeking an ideal version.

4. 4

   Team reading of the manuals

   15 à 20 min

   In turn, each person reads or summarises their user manual to the team. The facilitator indicates: "During the reading, we listen without debating or correcting; questions will come right after." Others take note of what will help them collaborate better with this person. This reading makes visible preferences that often remain implicit, particularly regarding channels, schedules, feedback, and moments of pressure.

   Tip — If the group is chatty, time each turn lightly and visibly to maintain fair time without cutting the quality of listening.

5. 5

   Clarification questions

   10 à 15 min

   After each reading, the facilitator opens a short time for questions: "Only ask questions to understand how to work better with the person, not to discuss their preferences." Colleagues can ask for a concrete example, a preferred channel for a situation, or a useful way to formulate feedback. The person responds freely, without obligation to detail everything. This step transforms the manual into actionable collaboration agreements.

   Tip — Intervene quickly if a question turns into a judgement, for example by rephrasing: 'What would you need to apply this point concretely?'

6. 6

   Identify team adjustments

   5 à 10 min

   The facilitator asks: "What have we learned that can change our way of working from this week?" The group identifies a few simple adjustments: better choosing channels, respecting certain hours, adapting the way feedback is given, or supporting someone under pressure differently. Participants note useful points without trying to formalise everything. The goal is to move from mutual knowledge to concrete collaborative actions.

   Tip — Look for small realistic changes rather than a complete charter: the exercise works better when it produces two or three immediately applicable behaviours.

7. 7

   Store and plan for review

   5 min

   The facilitator concludes by deciding with the team where the manuals will be stored and who will have access. They remind: "These manuals are living documents; they can be reviewed and updated when the context changes." The team agrees to review them when a new member arrives to speed up their integration and avoid misunderstandings. This closure anchors the exercise in the long term, beyond the workshop.

   Tip — Immediately set the storage location during the session; otherwise, the manuals risk remaining in notebooks or personal files that are never reused.

Variants

• Short version: limit writing to three priority sections — working conditions, feedback, help under pressure — then share only the most useful points for the team.
• In-depth version: after the reading, each participant formulates a concrete request to the team and a personal commitment to collaborate better with others.
• Remote version: use a shared document or collaborative board with one page per person, then organise readings via video conference with a clear order of passage.
• Onboarding version: ask the new member to read the existing manuals before a welcome meeting, then to write their own and pose their questions to the team.