11 The most important reasons for team building

With 24 years of group team building I asked many managers while they decided to hold some type of team development program. From shorter, lighter, entertaining programs to profound interventions to really stuck teams, the goal of team building is greatly different or often not properly defined.

Most customers are not team building experts, so they talk about bad teamwork symptoms; lack of communication, lack of confidence, redundancy of efforts or lack of progress where it is needed because this working group is not "moving". It is often a very useful process for the counselor to help you determine the specific issues and what alternatives you want for teamwork. I often help my clients to figure out what's going on with the team and what they really want and not to date.

Here are some of the most common reasons for a team building program:

1) Have Fun

For any reason, some groups just want to have fun. Although almost every team experience can be used as a valuable teamwork learning opportunity, it is sometimes fun to target. Organizations already have detailed educational and development programs and want a "break from the whole" or just want a good party, nothing else. Sometimes this is affected by the organization's culture and weak or immature leadership. It is worth mentioning that high energy-shared experiences have many positive advantages, such as seeing each other in another light as in their workplace and creating a peaceful atmosphere where people can talk more comfortably with someone at other levels in the body or interact with each other because of a softball game. If teamwork expectations are low and results are not defined, there are undoubtedly longer-term benefits, but not necessarily the most important benefits a team needs.

2) Combine Everyone, Live with Experience

Often, according to well-designed plans, shared experiences hope to take into account the individual's comfort and participation level. Rock climbing, for example, may be a strong confidence building exercise for some, where it is an embarrassing reminder of the lack of physical condition for the other. The motivation here is to define the culture of the group and to anchor the sense of identity by doing something together. Typically, this includes entertainment, corporate or corporate picnic events, a dinner cruise, and so on. Any activity where everyone is in the same place can help with more or less the same thing "unit" or "group". This is not a very sophisticated goal, but many companies hold back a deeper meaning or learning search because they are afraid of cultural rejection that they do not do something "chic" so that every click and faction is happy. Of course there is no restriction on extravagant events, but many of them do not provide long-term internal benefits to the team when everyone returns to "future work". These kinds of events are almost like bribes to keep workers happy, not learning opportunities and improving the team.

3) Celebrate Recent Results

Although similar to No. 2, it contains more structure and content and serves a very useful purpose for the team. The most important factors are:

– recognizing that everyone worked hard, enforcing the logic of regularly asking for a lot of work from the workers.

– You understand that the plan worked and reached the goals. This inspires the belief in leadership and supports and convinces that future initiatives will also be successful.

– Offering credit and recognition to those who deserve it. Most staff members love to appreciate their contributions and to treat them as a valuable employee of the group.

– A strong, capable and successful team joins the sense of identity.

4) Presented or Workable / Corporate Benefit

Once again, an "enterprise" is a job at a certain company can be a luxury travel trip or junk that could be called a group building when in reality this is a personal benefit that many workers expect because of the big meal, resort and remote location. Some work culture routinely provides this kind of benefits, but few have a real useful team building structure. More often, they are filled with more sales or technical training, or next year's goals – more aggressive and more demanding than the last ones that need to blossom with the sugar of luxury junk. Re-calculating sales or production targets for next year with team building is not always mixed.

5) Interaction with senior management, key clients or vendors

Sometimes team building is a good way to force interaction with consolidation goals. This may seem a bit shoddy for the first time, but well structured team building programs are really a great way to deepen business relationships, which must first be acceptable personal relationships. A shared experience, such as ropes course or group initiative exercises, opens and encourages any interaction and discussion that brings people closer. Understanding communication and cooperation, getting to know each other's leadership and decision-making styles, and exploring quality strategic approaches and developing fun modes together can result in stronger teamwork throughout the value chain.

6) Creating Communication within the Team

Each group can communicate better with each other. This is the most common goal of team building, and it is almost always in the heart that your colleagues want to get back to work. Modeling the communication skills of the group should be embedded in every great team building program.

7) Collaboration / Collaboration between two groups

This is one of the most common reasons for common team building programs and more frequently, especially when two workgroups or departments are the vital elements of a value chain, such as sales and production, engineering and marketing activities. Each group needs to understand the needs and abilities of the other, and must strive for realistic expectations that create both efficiency and mode of operation so that everyone can live, especially with customers. Sometimes we need a lot of healing and conflict resolution, where we need to get a healthy dose for everyone to get better opportunities to make things in the future.

8) Merger or Acquisition

If dynamics and organization change, everyone is amazed at how they will work. If you go beyond the question of whether you still have jobs, are the following logical questions outlined by what the roles and responsibilities of each employee will be and how things will turn out to be day by day? Workers have to provide security. Will the status quo continue, or will there be momentous political and procedural changes? How will the changes be introduced? This team building can indeed be provided, but it is often necessary for us to join and communicate with a new approach or philosophy and hopefully integrate operations and new requirements quickly so that there is no loss in production. This is a classic organizational challenge, but a solution that fits better with a well-designed team building program. Ultimately, the new must integrate with the old ones as a result of a better and more successful result

These team building programs need to be carefully designed.

9) New Leadership / Leadership

Many military groups have changed a changing command every two years or so. Every new commander seeks to make the mark and a unique distinction he has never seen before. These commanders know they need to be in a hurry and climate, connect powerful people and an important part to an even more powerful machine and steer the plane towards more ambitious goals. Each participant is afraid of the integration of the new commander and will do everything in his power to stay under the radar so that he can not perceive or focus on it as a repair or change opportunity. The private sector has no role in the specificity and stiffness of the characteristics of the army, but because of the political intrigue and lack of complexity and lack of humanity.

Integrating the new leadership and the "new approach" is a great reason to undertake a team building program. For the sake of success, it is crucial that the voice of the worker, the voice of the employee, the willingness to change and the areas of need for improvement to be at the center of the consensus and not a derivative and ambitious management approaching a leader who was not there and I did it. A humble new leader who is more listening than he says is trying to find a new interpretation rather than a re-definition of the one who uses more fineness than dictating to create a new rhythm, using a team building program for one of the highest potential benefits. [10] a new strategy and a new direction

When this motivation is real, it can be very powerful. Hopefully the top management knows where to go before asking anyone to jump on the new bandwagon. They must have definitive plans and must clearly accept their commitment. In this case, the message to workers and workers is one of the motivations to support leadership who knows how to leave the current situation or crisis. Such types of team building initiatives fall into deaf ears if they are not well thought out and well executable. The core of the message sent to employees in this situation is that we will be together with the crisis of the crisis and we will support each other and work together to achieve it. Staff can quickly see the humiliating service and the lack of commitment of key leaders who do not own their own money and lead their own example. [11] The dysfunctional group

The dysfunctional groups are dysfunctional, so there are a number of unique behavioral changes that the group needs to change their way of doing. This is indeed an artistic process that requires highly sophisticated approaches to get the group committed to a new approach to see something to work together on their own, individually and collectively, and to abandon ego-based defense and negative behaviors that disrupt the workgroup smooth operation.

Usually, this dysfunctional nature of the workgroup makes a lot of money to the company and frustrates everyone. And most of the body is afraid to face the obvious, non-productive behaviors, and demand these individuals to raise the well-being of those concerned to a higher level.

Those who "are" in the organizational hierarchy deal with issues such as political hot potatoes, or talk of low tones or overly sensitive terms rather than immature, unprofessional, ineffective and ridiculous behavior. We all agree that there is a better way to work if they only open themselves with the opportunity. Here lies the rubbing. Promoting commitment to the current state for a better future state is the overall goal of team building experience and requires highly trained and professional management. Like a delicate baby chicken that exits the shell, a more satisfying mode of operation must be treated with caution. New ideas need to be carefully introduced, and it should be noted that everyone has very specific expectations about how they will be. To overcome the lack of confidence and to move to a more open and sincere future for cooperation, this means that this decision and agreement must be presented to all members of the group. Here is the finest art of facilitated team building. Often, such a group often requires long-term support to remember their commitment and not to be fooled by old behavioral patterns.

Corporate team building programs include a variety of goals or combinations of goals and are flexible, tailored approaches. The goal is the results; a more work-oriented, more satisfied and more productive team, both on the front line and at the top level. People are people at any level of the organization and often need the strength and strength of a well-designed team building program to remind them that they really can work together and even enjoy it.

Source by sbobet

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