Posts Tagged ‘Weightloss’

Team Building Events – The 5 Basic Points Everyone Needs to Know

November 23rd, 2022

1. Team Building Explained

For years now, people’s perception of team building has been synonymous with images of people building rafts, taking part in ‘awkward’ trust exercises, or being stranded whilst orienteering in the middle of nowhere.

It may come as a surprise to a lot of people to learn that things have actually evolved.

A survey by Vodafone UK and YouGov has concluded the UK staff have become turned off by team building as they often breed ‘awkwardness’. According to the survey, experiences like being blindfolded and led by colleagues are considered the least effective team-building activities.

Findings showed the most effective events are social events like going out for a drink or a meal; Team building events that are interactive, fun, fast-paced and down-right entertaining event are the sort you will want to share with colleagues.

2. Conferences – The Good/The Bad

Whilst conferences are the single most common way to converge an entire company in one location for a collaborative session of discussion and networking, quite often you are asked to provide Conference Energiser activities to whip-up the room and revitalise delegates throughout the away-day after prolonged periods of intense presentations and slide shows.

A poorly delivered Staff Conference can have a negative impact on the morale of your employees.

Without the addition of carefully choreographed team building activities, energisers or keynote speaker, you can be faced with delegates criticising the day for being “death-by-PowerPoint”, “chalk-and-talk” or another favourite is “analysis-paralysis”.

Team Building – A Process For Increasing Work Group Effectiveness

April 13th, 2022

Too often team building is one of those vague, misused terms managers call into play as a panacea for sluggish work unit performance. The rise in the popularity and use of team building has paralleled the growing perception of work as the output of teams of workers rather than as compartmentalized tasks on an assembly line. Field Research Findings, such as the ones carried out by the American Productivity & Quality Center during their white-collar productivity improvement, multi-organizational field research efforts clearly demonstrate the importance of effective team structures to the overall performance effectiveness of the knowledge/service worker.

The building of a team requires a great deal more effort than simply recognizing the interdependence among workers and work units. It requires, instead, several carefully managed steps and is an ongoing cyclical process. The team-building process presented in this article offers the members of a work group a way to observe and analyze behaviors and activities that hinder their effectiveness and to develop and implement courses of action that overcome recurring problems.

While the underlying purpose of team building is to develop a more effective work group, the specific purposes of the process will depend largely upon the assessment of information gathered during the initial data collection phase. Typically, team building will seek to resolve at least one of the following three issues:

1. A lack of clear goals and expected performance outcomes: Frequently, interview data from work group members reveal that their performance is generally directed by their individual (and often conflicting) performance goals. In that situation, the team-building model can be directed at establishing overall work group goals, which affect both individual and group effort and behavior, and, ultimately, the performance outcomes at both the individual, as well as the group level.

2. Interpersonal conflict and distrust: A lack of trust, supportiveness and communication not only slows down the day-to-day ability of a group to get work done, but also stands in the way of resolving the conflicts that naturally arise as the group makes decisions about its future efforts.

One way to overcome this is to focus on the work problems and improved interpersonal skills necessary for the team to work inter-dependently and more effectively to accomplish the task. In other words, the interpersonal data would be derived from the work context itself rather than from evaluations directed at individual personalities within the group. It is a concerted effort to uncover mutual needs and desired outcomes … a Win-Win approach.

3. A lack of clear roles and leadership: Obviously, duplications of effort result in sub-optimum levels of productivity. But when initial interviews with work unit members suggest confusion over roles, the issues that surface may go well beyond task-specific problems. They may raise questions about who is providing leadership to the group, who feels empowered to act, what sources of power are being wielded and what interpersonal and inter-group relations underlie the group’s effectiveness. When these issues arise, the team-building model uses group meetings to discuss and clarify members’ roles and responsibilities – both prescribed and discretionary.

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