11 Common Reasons for Team-Building

In 24 years of team building with groups that I interviewed as many executives contemplating the decision to hold a certain type of program development team. From shorter, lighter, fun to extensive intervention programs for the teams really attacked the goals for the team building varies widely and can often be adequately defined.

Most customers are not experts in team building and so speak of the symptoms of a bad team, the lack of communication, lack of confidence, duplication of effort, or lack of progress where it matters most, why this or that group work is not 'being together'. It is often a very useful for them to have the consultant help to define exactly what the problems really are and what you want alternatives for teamwork could be possible. I often help my clients understand what is really happening with the team and what you really want, rather than how they are treating one another today.

The following are some of the most common reasons cited for the participation of organizations in a team-building program:

1) Have Fun

For whatever reason some group just wants to have fun. Although almost every experience team can also be used as a valuable learning opportunities teamwork, sometimes fun is the goal. Organizations may already have a detailed training and development programs in place and want a 'break from it all' or simply want to have a good party, nothing more. Sometimes this is influenced by organizational culture and leadership weak or immature. Without making a judgment here, it is worth remembering that a shared experience of high energy has many positive effects, such as seeing one another in a different light than the work, creating a relaxed atmosphere where people could be more comfortable talking with someone at a different level in the organization, or bond with each other due to some kind of common activities such as playing softball. If expectations for building teamwork are low and the outcomes are not defined some long-term benefits will undoubtedly occur, but not necessarily the highest priority benefits that a working group might need.

2) Take all together, have a shared experience

Often provided by well-meaning, shared experiences and hopefully take into account the comfort level of participation of each person. Rock climbing, for example, could be a strong confidence-building exercise for some, where is an embarrassing reminder of their lack of physical condition to another. The motivation here is to define a culture of the anchor group and a sense of identity by doing something together. Typically, this might involve the participation of all entertainment, olympics corporate or company events like picnics, going on a cruise with dinner together, etc.. Any activity in which everyone is together in one place to do more or less the same thing can help to anchor the idea of ​​'unity' or 'group'. This is not a goal very sophisticated, but many companies are reluctant to search for a deeper meaning or learning because they fear the cultural push-back not to do something 'cool enough' to keep each clique and faction happy. There is, of course, no limit to spend money on extravagant events, but many of these offer little in terms of beneficial long-term intrinsic to the team when everyone returns to 'the same way to work together' next week. These types of events are almost as bribes to keep the employee happy, rather than opportunities to learn and become better as a team.

3) to celebrate the recent successes

Although similar to the number 2 above, this type of team competition was actually more structure and content and serves a very useful purpose for the team. Key points are:

-Recognizing that everyone has worked hard, validating the reasons for asking a lot of workers on a regular basis.

-Acknowledge that the plan worked and the objectives were achieved. This belief inspired leadership and support to generate and conviction that future initiatives will be successful.

-Give credit to those who deserve recognition. Most employees crave recognition for the contributions that they enjoy and be treated as a valuable contribution to the group.

-Create a sense of identity as a team member of a team strong and capable and successful.

4) presented or perceived as a work environment / Company Benefit

Once again, a 'benefit' to work in a given society may be a luxury travel trip or junket might be called team building, when in fact it is a personal benefit, many employees expect because of the great meals, hotels and resorts located far away. Some work cultures routinely provide these types of benefits, but few have real benefit structure teambuilding. More often they are full of sales or technical training or are used to reveal the goals of all time next year's more aggressive and demanding than the previous one, which should go down with the spoonful of sugar that is used to provide luxury junket. The calculation of sales again next year or production goals with the team building does not always agree.

5) Interact with senior staff, key customers or suppliers

At times, team building is a good way to force the interaction with the objective of relations solidification. This might seem a bit 'naive at first, but well structured team building programs are actually a great way to deepen business relationships, which must first be acceptable personal relationships. A shared experience, such as a ropes course or team initiative exercises can open and stimulate all types of interaction and discussion that brings people together. Deepening communication and collaboration, learning from each other leadership and decision-making styles, and explore strategic approaches for improving quality and so fun together, they can do for the team work harder throughout the value chain.

6) build communication within the team

Each group can be done better with their communication with one another. And 'the most common goal for team building and is almost always the center of what my colleagues want to do better when they return to work. Modeling of communication skills of the group should be woven into all large team building programs.

7) Cooperation / collaboration between the two groups

This logic is very common for team building programs and should be used more often, particularly when two work groups or departments form vital parts of the value chain such as sales and production, or engineering and marketing. Each group needs to better understand the needs and abilities of others and to strive for a realistic set of expectations that creates both efficiency and a way of working that everyone can live with-especially the customer. Sometimes a lot of healing and reconciliation should be done with a healthy dose of all members get the best opportunities to do things in the future.

8) a merger or acquisition

When the dynamic and the infrastructure of an organization with all the changes you ask how it will affect them. Once you overcome the issue of whether or not they will still work, the next logical question is what will be concentrated around roles and responsibilities of each employee, and how things will be different on a day to day? Workers need guarantees. Will be the status quo will be maintained or radical politics and change the procedure? How to make changes? Call this team building is actually a stretch, but often the need is to get together and communicate a new approach or philosophy, and, hopefully, integrate the operations and new requirements quickly for any loss of production. E 'a classical challenge organizational, but which can be made smooth with a well-designed program team building. After all, the new has to integrate the old with the result of better and more capable.

These team-building programs must be designed carefully.

9) New Management / Leadership

Many military groups are cursed by a command changing every two years or so. Each new commander strives to make his mark and make a difference only one that has never been seen before. These commanders know that they need to establish a new rhythm and the atmosphere quickly, blend high influencers and important departments in a car even more effective and direct the camera towards the achievement of increasingly ambitious goals. Everyone involved is concerned the integration of a new commander and does his best to stay under the radar so as not to attract attention or focus on how opportunities for improvement or change. The private sector has no role and the specificity of the stiffness of the structure characteristic of the military, but makes up for it in political intrigue and the introduction of complexity and lack of humanity.

The integration of a new leadership and a 'new approach' is a good reason to undertake a program of team-building. To be successful the key is to focus on what already works, the voice of the worker, willingness to change, and consensus on areas that need improvement, rather than a bit 'rough and ambitious approach to the management by an executive has not been there and done that. A humble new manager who listens rather than tells, that strives to understand rather than redefines, using finesse rather than force to establish a new rhythm using a team building program for one of its greatest potential benefits.

10) Pulling together for a new strategy and new direction

When this reasoning is true can be very powerful. We hope that top management knows where they are going before asking everyone to jump on the bandwagon with them again. They need to have final plans and be clear about their commitment. In this case the message to employees and workers is to create a motivation to support the leadership that knows how to work their way out of the current situation or crisis. This type of team building initiatives will fall on deaf ears if they are not well thought out and well executed. The core of the message sent to employees in this situation is that it will pull together to overcome this crisis and we will support each other and work together to get done. Employees quickly see through the disingenuous lip service and lack of commitment from key executives who do not put their money where their mouth and lead by example.

11) The dysfunctional group

Dysfunctional groups are made up of dysfunctional individuals, thus requiring a series of individual behavioral changes that must take place for the group to change its modus operandi. This is a very clever process that involves very sophisticated approaches for the group of wanting to engage in a new approach, to see something in t for them individually and collectively to work together in a different way, and let go of the ego-based defenses and negative behaviors that disrupt the smooth functioning of the working group.

Usually, the dysfunctional nature of this working group is costing the company a lot of money and everyone around them frustrating. And also, most in the organization are afraid to face the obvious, challenge ineffective behaviors and ask these individuals to rise to a higher level for the welfare of all concerned.

Because of 'who are' in the organizational hierarchy, the problems are treated as political hot potatoes or speak softly or too sensitive terms, rather than being labeled as immature, unprofessional conduct, inefficient and ridiculous they are. Everyone agrees that there is a better way of working out there, if only open to possibilities. Here lies the rub. Facilitate the efforts to go beyond the current state in a better future has been the goal all the experience of team building, and requires highly skilled and professional treatment. How delicate a chick emerging from its shell, the possibility of a more satisfactory way of functioning must be handled with care. New ideas need to be carefully introduced and signed with very specific expectations on the part of all for the way they happen. Overcoming a history of mistrust and move in a more collaborative, open and honest future together means that this decision and the agreement must be seen to be done by each group member. Here is the most beautiful art of team building facilitated. Often a group like this require continued support for some time to be reminded of their commitment and not to backslide into old patterns.

Corporate team building programs can have different objectives or lens combinations and require a flexible and personalized. The aim of the results, better functioning, more satisfied and productive team, is at the forefront or top level executive. People are people at all levels of the organization, and often need the power and leverage of a group program well-designed building to remind them that you can really work together, and even de facto, enjoy it .......