There was a fable which most of us would have heard in our raw ages- how a sparrow was caught in a net by a chaser, tried hard to do break free, when other sparrow friends came to her rescue. They all got together and flew away to the forest along with the net. In the forest, a rat friend bit away the net with his teeth, and saved the sparrow. Moral: Together, a team can cross all hurdles. Such Team Building Aesop’s fables are commonly used today.
Team Building isn’t marked by the concepts of age, time or space. It’s something that is taught to us since nursery, is on the top-most-agendas list in management schools, and is given due importance in companies and corporate firms. The importance of Team Building is emphasized so much that there are special Team Building training institutes that conduct team workshops.
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There are three ways to react to an organizational crisis. One way is to turn your head to ignore the situation and hope that it will fix itself (best of luck!). Another way is to run around in a panic-induced cost-cutting frenzy that could seriously impair the organization’s long-term growth potential and future state. The third and, of course, smartest method is to recognize the impending threat to both your top and bottom line, and quickly adapt the organization’s strategic outlook and business model to the new environmental conditions. So, the question to answer is this: “what are the decision makers within your organization currently doing? Are they connecting the organization’s strategy with its innovative approach to meet a successful Future Picture?” But what if you, as the leader, are having a difficult struggle to influence others to your point of view and get them to rethinking and reinventing the organization’s strategy forward as circumstances and economics rapidly change. If you are experiencing this challenge, here’s some advice to help your people to win the battlefield of transition.
I have continued to state enthusiastically over the last few years that, in a world where the pace of change has gone hypercritical, today’s most important race is the race for transformational leadership and organizational renewal. It is the race to change as fast as the environment is changing around you; the race to influence positive organizational behaviors and the race to reinvent your strategy and your business model before they become obsolete. When the economy is in a state in flux, most organizations tend to postpone their professional development efforts and favor cost cutting as the strategy that will preserve the future. This is a grave mistake that will affect the future of the organization in ways that will likely kill the very spirit the leadership teams are hoping to preserve. Their efforts during the challenging times will only prolong the inevitable; ultimate demise once the current crisis is diminished. The lesson here is this; a successful business model will break almost overnight when the waves of the ocean start crashing against the pillars of the pier if leadership does not remain on a continuous, yet discontinuous approach to train the organization’s greatest asset – the people.
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The key to life is to be around the people who will empower you to reach the next level in life! In order to exceed your present reach, you need to be around people who will help you stretch a little farther. The secret to a productive mastermind team is for you to surround yourself with people who you can always learn from. A sign of a very intelligent person is to be smart enough to realize that you need to learn from others who can contribute to your WHY in life.
As you know, my ultimate outcome is to develop the #1 personal development company in the world. Each and every day I strive to immerse myself in material and people who will enable me to achieve our corporate mission.
As you look at your own mission in life, you need to ask yourself a very honest/straightforward question ….“Is my personal development engine in Forward, Neutral or Reverse?” The answer is very simple. All that you need to do is to write down the top 10 people you regularly associate with. As you review the list, realize that you will become an exact duplicate of those 10 people –?nancially, spiritually, physically and psychologically. Once again, be honest with yourself. If you are not 110% happy about what you see yourself becoming due to your present relationships, you need to take ACTION immediately! Make a decision to develop a mastermind TEAM! Seek out like-minded individuals, in person or through books CD’s and DVD’s.
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Who are Outside?
Outside is a team building company with a difference, with a creative twist, with a sense of adventure, with a lot of fun and passion and with a real purpose.
Outside offer a wide variety of team building events and activity days, all of which make the most of our exciting outdoor location.Outside understand the importance of developing essential workplace skills and enhancing team development so the events are designed to drive positive change and bring the best out in your staff or team.
Outside events are not rigid and fixed but are highly flexible so that the day is always tailored and personalised to suit your requirements.
Team Building Events
Our creative team building events are listed below to stimulate your thinking but they are by no means set in stone. We have rarely run the same event twice so tell us which events you like and we will customise a day’s activities just for you.All of our team building events are based outdoors in the fantastic setting of Eastnor Castle estate.
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Why “ Teambuilding ” Doesn’t Work
Are you wasting valuable training and operational dollars?
We’ve all been there before. A senior management meeting, message or conference includes a fun ‘ teambuilding’ event where everyone gets engaged in some team activity or challenge.. And every year people look towards it with mixed feelings as they, and large numbers of colleagues participate in activities from laser shoot-em ups to go-kart racing and rah-rah events. A week later, managers are wondering why their teamwork is still mediocre. The truth is that almost every dollar spent on these feel-good programmes has an extremely low return on investment.
People who are in a decision-making position in your company that sees them buying services of such team events/programmes, will continue to waste your company’s funds and here’s why:
1) the vast majority of decision makers fail to distinguish between teambuilding processes and outcomes, and team bonding events. The latter produce very little real ROI except provide some pleasant distraction for your staff for a day and some very temporary heightened sense of well-being. Their decision to buy into such a programme is largely focused on what games and activities that will be provided and at what price.
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The entrepreneur faces a moment of truth when he and his partners have grown the company to a sufficient degree to take it to the next level. At that stage it becomes imperative to hire a professional as a functional head say a CFO. Obviously the top manager needs to fill in the skill set the founders may lack. It must also be recognized by founders that this skill set is absolutely vital to succeed.
The founding partners find it difficult (esp. when founders are friends and family ) to cede control to the CFO designate, since it also means giving up certain powers and also business secrets (which the entrepreneur is paranoid about) .
The Top Six Things to consider while setting up a top management team are outlined below
Try and first source from professionals in your network.
They might not be the best person suited for the job, but ‘trust’ is an important criteria at this stage, esp. for a CFO. In circumstances where you cannot find individuals who match at least 50% of skill set required, then use a professional head hunter and do an extensive reference check.
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Team building is a great tool that accelerates organizations in taking the extra mile to reach goals. Although considered to be an extra arm in organization development, it is true that it is indispensable and only those who have a true passion for transforming and motivating individuals can handle this tool efficiently.
Generally, all organizations are composed of an assorted mix of ‘enthusiastic,’ ‘diligent,’ ‘Einstein-like,’ ‘Fun loving,’ ‘Sober, and ‘Hush-hush’ individuals. Bringing together people of such different caliber and getting them to focus on a single goal is quite a challenge. First, it needs the effort of every individual in a team to have an open mind. Secondly, one should respect the views and opinions of another. Thirdly, individuals should make their contributions from a team perspective to achieve the target. Easier said than done, isn’t it? Well, here are a few pointers, which I think are essential for team building:
1. Never be the boss!
Team is a collective word, and should always be considered so to earn the confidence of each team member. A representative of the team must always gel with the team and work “with” them rather than the rest working “for” him/her. Moving with team mates as one among them inspires and motivates, giving a desire to contribute one’s best to the team efforts.
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Some of my colleagues and fellow managers are strong technical expertise as working in the advance technology industry; but they are weak in people management or managerial skills. They found hard time to start building relationship effectively with their subordinates from the first day in position. Remember your first day in your current position as a boss, you need to get acquaintance with your subordinates; to understand their names, their routines, their strengths, their weaknesses, and equally important, is their attitudes. How will they build working relationship with you? How do you understand the dimensions behind the relationship? In the following paragraph, I will show you the different steps of building relationship effectively and positively.
Relationship by Job Title
The first step is relationship by title. In the very beginning, the relationship is merely relied on your superior job title over your subordinates; for instance, manager with staff, and supervisor with worker. Your relationship or source of power is come with the subordinates’ perception of an authority attained from your superior status. Without this, you are nothing more than a peer working with them. You cannot order and instruct them.
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Many people often use the terms group and team interchangeably, but there are differences in the real world corporate applications. We have very often heard many leadership courses often speaking on the importance of the team building events and not the group building events. Some of the differences which can be enumerated between the terms team and the group are as follows: The strength of the team relies on the fact that the members of a team have similarities in the purpose and there is interconnectivity between the individual members and on the other hand the group is larger in number and the group’s strength could be assessed from the fact that they need to be willing to execute the commands of a leader.
It is very easier to form a group than a team for example if you had a room filled with professional doctors then the doctors could be grouped on the basis of their gender, age, specializations or any other common practice. Hence it is very easy to form a group based on some common traits, however the effectiveness of the different groups would not be similar. The interpersonal difference between the different individuals could range from good compatibility to the other extreme level of complete intolerance levels; these interpersonal dynamics within a team can make the consensus within the group a tough task.
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There are many articles written about the topic of team building, team forming, and team-work. It is no doubt that effective team is an essential and valuable asset to an organization whether it is in public or private sector. No matter the organization is operated with sound financial health or struggling for survival. In order to enhance the success of team-work, the individual team member’s behavior contributes tremendously on the smooth and successful running of a team. The following three elements are very important for result-oriented team which can be summarized as 3Cs: Coherence, Congruence, and Cooperation.
Coherence
The basic goal of a team is to fulfill a purpose and members are mutually accountable for achieving common goals. If team members do not work together to achieve a goal and without a force to pull each other in, the ultimate result will not be able to be delivered. Thus, the coherence has to be existed to maintain the spirit of team work.
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