What is Team Building All About?

Posted on March 13th, 2010

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Team-building in any organization do with the progress in improving the combined performance of a group of people working together toward a common goal. The importance of team-building and its location within the general provision of a competitive quality service has been widely recognized by many organizations and at the end of the 20th century acknowledged.

Unfortunately, not yet fully understood by any company or organization. Remains one ofthese vague concepts, which could examine the people, it's worth, if they could only figure out what exactly is it before. The result is often that of team building is encouraged, and will also apply, although they require the right strategy.

Team-building needs to be addressed in a methodological point of view. Perhaps the first step is to understand what a team.

E 'in a sense correct to say that a team is a group of people. The converse is not necessarily the case in which a group ofHumans are not always a team. If, instead, to focus on a group of people to achieve a common goal, the group of people will be a team.

Only by focusing on a common goal is not always sufficient, either, and the team-building, where his role. And 'The group of oil people, the disorder is usually a more or less, and she forms a powerful team that can share in a competent, skillful and imaginative.

Teambuildingcan therefore achieve a common goal can be defined for a specific group of people as a process. This is a process of facilitating them to focus and concentrate on the process so that their objective is the fastest and can reach the most efficient way possible. It starts simply with a group and ends with a team.

There are four basic steps involved in team building. The first step is to define a common goal orObjectives.

The second step should seek to restrict or inhibit any factors that may impede or undermine the achievement of common goals.

The third phase should minimize the inhibition or inhibiting factors identified in the second stage is controlled factors, introduction to support and facilitate the realization of common objectives.

The fourth step should be to make the monitoring of progress, always use relevant information and feedback toRefine and improve the process.

Team-building can have bad relations between individual members and to limit the inhibitory effect on the overall success. Traditional wisdom suggests that it is important that work well together, and so the time and effort is often the achievement of this goal. This effort is not always successful, and is usually only partially successful at best.

It 'better to take a different route, and instead of trying to force people to getThe other, is enough to put distance between them. If they are not in close proximity to each other all the time, they will get on together, though, while not really together. This approach requires much less effort and is the process of team building with a much bigger success every time.

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Team Building Activities

Posted on March 11th, 2010

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Team Building Activities are stimulating problem-solving tasks designed to help group members develop their capacity to work effectively together. Many team building and initiative tasks are like kids games, others are novel, complex tasks and designed for specific needs. More elaborate initiative tasks can involve ropes courses, night-time activities, and exercises lasting over several days.

Several work environments require somewhat a bit of teamwork in order for things to run smoothly and with motivation to each in everyone. Team building activities are usually used to create a relationship between coworkers or co employee. On the other hand, various work environments want teamwork but the employees work separately. Employees working jobs like these really need team building activities to help them stay related with other workers.

Team building activities are often used in meetings, presentations, workshops, training seminars, education programs, corporate training, with college, high, middle, elementary and pre-school school groups, sport teams, teacher training, youth work, and correctional settings. Team building exercises can be adapted for virtually any setting, young or old, large or small, and across cultures. An important part of team building exercises is participants’ reflection and discussion about the activity, how they approached the situation, and possible points of learning. For example, a group could be videoed during an activity and the video watched, analyzed, and discussed, to help extract potential learning from team building exercises.

As the head of the sales department of a large company, I’m the one responsible to all, especially for the performance of all my employees. When sales are slow moving, I try to use different incentives to motivate everyone. I used to offer them bonuses and prizes for top performers to work well in order to come up improvement on productivity for a short period of time. But, this type of idea resulted to competitive atmosphere around the office, which is not what I wished for them to do. I want to utilize a team building activities in order to work in the office, so that my sales force work together to come up improvement on productivity, not to work as individual.

The first idea that I was made is contact the human resource department to let them know of my wants to implement team building activities among my sales force. The head over there told me that they don’t have anyone employees there that had that kind of experience in teaching them team building activities, so she suggested that I used outside or other consultants for that kind of job. I started to contact the names of a few local firms to find out about their services. I was very overwhelmed by the selection of team building activities these consulting firms proposed for my sales force.

Employee motivation benefits from team building games, exercises, activities, puzzles and quizzes. I try to use free team building games and exercises ideas to warm up meetings, training, and conferences. These free team building games are also great ice breakers for training sessions, meetings, workshops, seminars or conferences. Team building games and activities are useful also in serious business project meetings, where games and activities help delegates to see things differently and use different thinking styles. To ensure these team-building activities comply with equality and discrimination policy and law in respect of gender, race, disability, age, etc. Although some of the team building activities seemed way too intense for our particular needs, many sounded like they would be perfect for us. Best of all, he could teach us these team building activities over the course of a two-day workshop held right in our offices. This sounded pretty good, but unfortunately, I wasn’t able to get approval from my boss for the budget expenditure.

I didn’t give up on this; still I started searching for affordable or free team building activities online that contained excellent team building activities. I decided to try a couple of these first that I found online with a proof that this team building activities work well. And I have a better chance to my boss of getting approval for this kind of training in the upcoming.

In the end, I’ve programmed the first round of team building activities for next week. I’m taking in the process very seriously and am spending a lot of time in preparing on this so that I can be fit as a facilitator. I’m very optimistic about the effects of these team building activities will have on my sales force. If you help people with their life-balance and personal fulfillment they become more emotionally mature, tolerant, positive independent, self-sufficient, etc. When the person is okay, so is everything else, including their relationships and communications at work. Developing people involves more than behavior, relationships, skills, knowledge and processes. It’s often more about helping people feel better about themselves; helping the person to feel happy and fulfilled. A good leader can facilitate this. Team building doesn’t have to involve games and exercises – team building might be better achieved by arranging other things which appear to be unconnected to work.

Jobs like this include service oriented professions in places like restaurants and doctors’ offices. The focus of some team building activities involves taking the customer’s perspective. Anyone who has visited a restaurant and received excellent service only to return and not receive the same treatment is more likely to leave disgruntled than someone who had ordinary service to begin with.

Here’s my experience when I was working in one of the establishment as a waitress and I made sure to take extra time to accommodate customers special requests. While this worked well for me independently it really worked against my coworkers and there are times that you simply cannot accommodate every request. There’s an incident happened that, one of my regular customer encountered a different waitresses they were upset when special accommodations were not made. The manager handled this situation by introducing new team building activities that involved taking the customer’s side. I thought this accommodating approach would win over the “treat everyone equally” approach.

I’ve learned that through team building activities I know how to maintain a consistent front for the customer is far better than making special accommodations that can not always be encountered. Mainly, the team building activities centered on inconsistencies. People like consistency. Surprises, especially when it comes to meals, are not well received. One of the team building activities concerned in a taste test. It was a cooking work of art. After we done the test, the chef brought out the same dish. It had sour undertones that didn’t suit the taste of the food.

The second cooking work of art does not match the process of a nice testing, and the chef repeated it. He sent the second and the same dish and it tasted exactly like the original. I know that this second-rate dish wasn’t nearly as good as the initial sweet dish but we flavored the second because we knew what to expect.

The other side of team building activities can also help healthcare workers maintain consistent information to patients. I get frustrated when one nurse told me to stop breastfeeding after 12 months while a second nurse in the same pediatrician’s office suggested that I continue. The conflicting information communicated to me that this staff seriously needed team building activities.

Exciting and innovative team building activities are tailored for our clients to powerfully illustrate the importance of strong teams, and a strong culture. High impact and challenging, yet safe and inclusive, these signature events can be delivered for the entire company, specific business units or any project team or group within an organization. The mixture of action and learning is developed to suit your team and your needs.

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Boost Employee Morale With An Exciting Adventure Team Building Event!

Posted on March 10th, 2010

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Corporations faced with a bout of low employee morale should organize exciting team building events to turn things around. Depending on the company budget available, there are lots of team building activities that can be implemented. Corporate event planners can organize a trip to a resort and run a myriad of group activities that encourage collaboration between co-workers.

What are some of the team building ideas that would make the event a success? Infusing a sense of adventure and fun would be the ultimate aim of these corporate events. Organizing a paintball event encourages teamwork, collaboration and competition amongst teammates and opponents. Other team building activities that would be suitable would be treasure hunts or even canoeing or kayaking. Apart from that, specialized adventure team building retreats with obstacle courses could prove to be ideal for a corporate event.

Some of the physical challenges here include monkey bars, ravine crossing, climbing walls, tire runs and stainless steel cables. Participants can be grouped into teams and encouraged to compete against one another. With this, elements such as collaboration and teamwork can be incorporated into the group during the team building event.

Another form of team building such as the geo-caching activity utilizes the combination of natural and technology elements in a mixed urban and rural environment. With a basic concept that is somewhat similar to the Amazing Race, participants are given clues to locate the next clue hidden in caches in a city or park area. Thus, logic, knowledge, collaboration and teamwork would all need to be put into place in order to decipher the clues and move on to the next location. Maps and GPS units are provided to teams for directional assistance.

Geo-caching team building programs can incorporate physical challenges such as cross-country skiing, short walks through the city or parks, or even cycling or rowing. Depending on the objective of the corporate event, physical elements will help to increase difficulty level of the geo-caching activity.

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Employee Motivation Games

Posted on March 9th, 2010

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Every year at the major company event there are employee motivation games to play. Most of us dislike these games because the majority of them seem silly and pointless. Why waste our time with this is what employees usually complain about.

However, help is on the way. Out of all the employee motivation games played this one seems the favorite. Try a company scavenger hunt. The nice thing about this game is it does not have to be done during a major company event, although right before yearly inventory for smaller companies seems to be a good time. This will work for all companies. Large and small alike. You just need to have a set of company information for the employees to find out.

The reason the scavenger hunt is my favorite of all employee motivation games is that it is easy to set up and easy to play. It is also relatively fun. First, get a list of company information that you want the employees to find out. It can be date of incorporation, date the first product was sold/manufactured, who was the founder, what is the best selling product, and the list goes on. Once you have a set of information you divide the employees into teams. You can set departments against each other or you can have other ways of making teams. Set a time frame, especially if some of the items are hard to find or locate. Have everyone meet back at the designated time and declare the winner or winners. Be sure to have a prize for the winning team or teams.

This is a great game because it is different from the usual employee motivation games. The game is actually educational in nature. Instead of wasting time with seemingly pointless tasks, it actually teaches the employees about the company they work for. The more knowledge employees have about the company they work for, the better they are able to understand and relate to its mission statement and vision. By empowering employees with knowledge, you are inviting them to stay. Isn’t this a fun and interesting way to help improve employee retention rates

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Achieving Teamwork For Success

Posted on March 9th, 2010

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In any organization’s success, teamwork is essential. It is important for every organization to have teamwork among themselves, from the executives on the top all the way to the work force at the bottom. When the team spirit is felt within the organization, there is a good feeling and a positive aura in the workplace. Every one in the organization would be determined to do his part for the team.

The team spirit is built when a group of people works together towards a common goal. Organizations should have a vision of what their organization is all about. Then they set their goals and objectives. This vision should be shared by the team. When they share a common vision, they work together as a team to achieve their goals and objectives.

For the organization to function effectively, there should be effective leaders. The leaders facilitate the overall flow of the organization and they direct the members when doing their tasks. The leaders should be wise, humble, and firm. The members, on the other hand, are as important as the leader. They are the ones who get the job done as directed by the leader. The members should be supportive of the leader. When the group relies on each other to achieve a common goal, there is teamwork.

Building teamwork in the workplace is easier said than done, however. In an environment where every one works hard to be the best, individual achievements can be the focus of some instead of the working-with-the-team concept. It is therefore important that the organization creates activities that develop and encourage teamwork among their members.

Teamwork is a by-product of team chemistry. When the members of the group are comfortable with each other, they develop chemistry among them. This translates to them working as a team when doing their tasks.

The best way to develop teamwork in an organization is through team building. Team building activities can come in a variety of ways. It can be done at the work setting by forming groups of individuals assigned to do a particular task. With a task to be done ahead of them, they will work together as a team in order to finish the task with good results.

Team building can also be done by off-work activities aimed to develop camaraderie among the members of the organization. These activities make the members well acquainted and more comfortable with each other. When they are comfortable with each other, they work well with each other and they develop teamwork among them. To sum it all up, teamwork makes tasks easier, and this makes the entire organization happy.

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Qualities In An Effective Team

Posted on March 8th, 2010

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Today the team building concept is well-established and it has been globally taken up in many organizations as a better way to approach and manage businesses. There is one question to be asked ‘How to make our teams really effective?’ If organizations want to perform better and increase the team’s efficiency, then it is important to understand the characteristics which standouts out in effective groups. Effective group will have unique characteristics in way they interact and work together. A close study of the following characteristics will give important clues that help to identify and deduce the factors which play a big role in effective team work.

Effective crowd must talk to one another rather than speaking behind each other’s back. You should know that back biting is totally non-existent or rare in an efficient team and there is always a high level of mutual understanding and trust. This forms a bond among the members of the group and this will lead to rapport, giving team spirit. Tensions are also rare. Effective teams will have a healthy respect for each other’s options and viewpoints. Members will encourage one another and actively listen and will participate during the group discussions. Disagreements do exists but they do not snowball into interpersonal conflicts.

Effective teams must know how to deal with conflicts. Disagreements and conflicts entering subject or work related discussions are considered as a normal occurrence and the members do not harbor any hatred towards one another once the team meeting comes to an end. Effective gangs are true partners with all aspects concerned with teamwork. They have an informal work ethics of sharing and supportive. There are totally aware of their team’s goals and also share the responsibilities and work towards achieving their objectives.

An effective organization must require successful employees. The team realizes the needs to focus on the group’s goals and even rise above personal ambitions. Team members are secure in their individual capabilities and understand the reasons why an organization has initiated a team which should be considered first priority. They are able to work towards executing their tasks in line with common goals of the members. They must have realized that if they work on their individual roles truthfully, personal gratitude is bound to come their way.

The points discussed above are all important for a good team performance. Even though these mentioned points are put into perspective what a successful team is all about, it is also necessary to realize that high performance group requires the right challenge, regular team building programs, ongoing skills training and sufficient recognition and reward for keeping the team’s momentum going.

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What Makes A Good Team Leader?

Posted on March 8th, 2010

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How many times have I been asked this question? (The title of this article). The answer is plenty of times. I attend an interview for a position of authority and am asked, amongst other things, what constitutes a good team leader? In this article I will be writing about the way in which I would reply to this question etc.

In my career thus far, I have been a team leader for two different companies and have also been a member of many different teams, who have been run by a numerous different team leaders. This has given me, in my own opinion, quite a good understanding of what is required to be a good team leader.

Good, positive and quick decision making

There is nothing worse than being in a team whose leader is quite weak, in-decisive and lacking in confidence. It sends a wave of uncertainty through the time and leaves the members of that team feeling frustrated.

Communication

A team leader who is unapproachable is, in my opinion, a poor team leader. Any member of the team should feel comfortable and happy to be able to talk to his/her team leader about a variety of matters. This would include business matters of course but could also include any personal difficulties that they may be going through.

The team leader should also possess the ability to convey messages from the company to his staff, as well as communicating what he expects from them, work wise, for that particular day and week.

Motivation

A good team leader will have the ability to keep his or her troops motivated throughout the day and week. They can do this by operating various challenges such as the best employee of the month receives a box of chocolates, the worst employee is not allowed to speak or be spoken to for one hour, as way of punishment. Just a bit of fun and games, which can be judged by the amount, and standard of work that each member completes. This is just one of many ways to keep the troops thinking and working.

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Real Estate Teamwork – How Your Realtor Accomplishes Your Goals

Posted on March 7th, 2010

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You may not realize it, but helping you find a great home is often a joint venture between your Realtor and a number of other professionals. In fact, it is through your Realtor’s willingness to work with other professionals that you can more quickly find a great place to live at a price you can afford.

Working Together in the Office

Although some Realtors work on their own, many have a few other people working in the office with them. Often, these offices will contain one broker and several real estate agents. The broker serves as the supervisor of the other agents, though they can all show you homes and help you close a deal with the buyer.

If you work with a Realtor that has other agents in the office, you will still spend most of your time working with just one agent. While that agent will serve as your main point of contact, you can rest assured that your agent will work with the other agent’s in the office in order to search through the available listings and find the perfect home for you.

Looking Beyond the Office

Since every home on the market is not listed with your Realtor, he or she will also look beyond the office in order to try to find the home you are searching for. By contacting other agents in the area, your Realtor can find out about other homes that are not being actively marketed. Although your Realtor will still be your point of contact, he or she will use this professional relationship to help expand upon the number of homes you have to choose from – and all at no extra cost to you.

Remember, it is your Realtor’s job to do the searching for you and to find the house that will best meet your needs. Therefore, doing this type of investigation and working cooperatively with other real estate agents is all a part of the job.

Working with Other Professionals

After working with other agents in order to find a great home that will suit your needs, your Realtor will work with other professionals in order to guarantee your home is perfect for you. For example, you Realtor can help you find a professional to conduct an inspection of your home. While you can obtain an inspector on your own, your agent can help recommend inspectors and point you in the direction of those that are available. By having your home inspected, you can make sure it is sound and that there are no problems that you will have to deal with down the road.

If there are issues with the home you are considering buying, your Realtor can help you to renegotiate a new price. In addition, he or she can help you find a contractor that can make the necessary repairs if you are still interested in moving forward with the purchase.

By working cooperatively with all of these professionals, you can be certain to find the home that is absolutely perfect for you!

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Teamwork Short Sleeve Volleyball T-Shirt

Posted on March 6th, 2010

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Motivational Tools to Engage Every Employee on Your Team

Posted on March 4th, 2010

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Skilled managers and team leaders know that when motivating employees one size does not fit all. Every person on your team is moved by some combination of internal and external motivators. What works for one employee might actually have the opposite effect for another employee. Your motivational tool kit needs to be revisited and refreshed regularly if you want to keep every individual engaged.

External Motivators

Think of extrinsic or external motivators as those incentives outside of the employee. In organizations, these motivators could include compensation and benefits, reward and incentive programs, and company or department goals. If an individual has family responsibilities, then, perhaps their economic needs motivate them. Physical security needs are also considered to be external motivators. How much control do you, as a team leader, have over these external factors? If you’re thinking “very little” then you are right on target.

Internal Motivators

On the other hand, intrinsic or internal motivators include less tangible factors as personality and work ethic. Attitudes about authority, personal goals, and even the level of self-esteem that an employee exhibits are all an “inside job”. Each employee’s psychological needs drive their behaviors and choices. If you’re thinking “I don’t have much control over those internal factors either” then you may be missing an opportunity to motivate your team. In truth, you are able to influence individual performance by attending to each person’s intrinsic motivators. You help to create the conditions through which each team member satisfies their internal drives.

Typical Motivators

In the NetSpeed Leadership training session, Coaching Smart People, we conduct an exercise in which participants identify their main motivators. Here is the list of motivators from which participants select their biggest driver (you can have your team do this exercise as well):

Get adventure

Get appreciated

Get autonomy

Get comfortable or secure

Get connected to others

Get creative

Get educated

Get efficient

Get experience

Get expertise

Get pleasure or fun

Get promoted

Get recognized and rewarded

Get rich

Get the best score

Get things done

Now, imagine for a moment that an individual on your team selects the motivator get appreciated. If you were to ask “How do you know when you’re appreciated,” you might hear him say, “I like working in an environment where people sincerely thank each other. I don’t have to be told every day that I’m appreciated but I do like to feel like what I’m doing contributes to the success of the team. If I work hard on a project, I want my boss to acknowledge that hard work, even if she needs to delay the project or have me change some of the results. I would rather get that feedback one-to-one than in a big group. I feel better having a personal conversation with my team leader about my value to the team. If she does it in front of the big group, I actually get pretty embarrassed and it’s not a pleasant experience.”

If one of your team members selects the motivator get connected to others, you might ask her, “What does it mean to be connected to others?” She might hear her say, “To me, it’s the personal relationships that make work satisfying. I always say ‘the more the merrier’ when there’s a chance to get something done–let’s just roll up our sleeves and get it done together. I love to work with other people on important goals. I love the give-and-take and the sense that we’re all in this together. I would hate sitting at my desk alone all day without that human interaction. It just fires me up and makes me want to run into work everyday.”

Perhaps one of your team members selects the motivator get recognized and rewarded. You might ask, “How do you like to be recognized or rewarded?” and he might respond, “I’m constantly tracking how I’m doing against my own goals and, frankly, against others. I guess you could say that I’m a little bit competitive. But, hey, life and work are a game to me. If you throw me into a contest to see who can make the most sales calls in 24 hours, I’m hooked. When I make the highest number of calls, I want my boss to put my name out there as the guy who topped the list. I like that kind of public recognition. If you just take me into your office and say, ‘good job’ I feel miffed. If I did such a great job, why aren’t you telling everybody?”

To give one last example, imagine that someone on your team selects get educated. You might ask her, “What does it mean to you to get educated?” And she might answer, “I guess you could say that I’m a life-long learner. I have a couple of college degrees and I hope to get started on my Ph.D in a few years. I read constantly. If you want to make me feel good, send me to a really good training class, or give me your favorite business book. In fact I can’t wait to go home and dig in to the latest research on the process improvement tools we’ve started to use here. I guess I like to be the expert on the team.”

These are just four examples of the way individuals might describe their main motivators. And their descriptions should give you some ideas about how to motivate them.

Get Appreciated

Ensure that you end every one-to-one meeting with a positive affirmation of his worth to you and the team. Send a simple email or write a thank-you note. Consider posting a stick note on his computer that he sees when he arrives at his desk first thing in the morning. Be specific, sincere, and generous in your praise. You might want to take him out for coffee or lunch and have a private conversation about how things are going and what you can do to support him on his current projects.

Get Connected to Others

It’s all about the relationships. First, pay attention to your relationship to her. Clean up any miscommunication or confusion that may be preventing you from spending time with her. Tell her how much you value the fact that she is a team player. Keep her in the loop about goals, objectives, obstacles, and challenges. When ever you give her a task, ask her who she’d like to work with to get it done. Invite her to drop in to talk through problems or issues when needed. Introduce her to possible mentors and other champions. Praise her for the quality of her relationships with customers, co-workers, and colleagues.

Get Recognized and Rewarded

In many ways, he’s the easiest kind of person to recognize. Do it publicly and do it often. He probably values certificates, plaques, and “employee of the month” awards (as long as they’re seen as legitimate accomplishments). If his job includes regular reports on deliverables, make sure those reports are reviewed at team meetings. If you send out an email praising him, make sure that your boss is copied on the email. Feature him and his results in the company newsletter.

Get Educated

The best motivational tool for her is the opportunity to gain more knowledge and share it with others. Often seen as “the smartest person in the room”, she shines when asked to update the team on the latest information. Freely share your favorite books. Forward EzineArticles. Ask her opinion as you are developing project plans. Praise her depth of knowledge in the topics that she is interested in. Give her the opportunity to do background research. And, if she can write well, ask her to write up her findings.

No matter what motivators the individuals on your team may choose, there is an opportunity for rich conversations that will tell you just what you need to know about how to engage them. So here’s your action plan:

1) Schedule a team meeting.

2) Ask team members to select one or two motivators.

3) Have them discuss why this motivator is so important to them.

4) Then schedule one-to-one conversations with each individual to dig deeper.

5) Identify individual strategies for motivating each person and try them out.

6) Watch the results and make adjustments as you learn.

Creating a motivational work environment is one of the most challenging and most satisfying steps a managers can take. The payoff for you is higher productivity, greater job satisfaction, and the ability to hang on to your best team members.

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