Toojays Blog

The knives are out....for Team Building.

Recently came across this vodaphone billboard advertisement frowning on outdoor team development activites. 

Is this a reflection of peoples perception of such events? 

There seems to be an increasing trend of putting down 'Team building'. Is this because its an easy target? Or is it the reality that people in the teams don't value or see the value in outdoor experiential activities?

Well maybe it's both.

As a provider of outdoor activities and team development we often come across clients historic experiences where people have been forced to endur all kinds of 'extreme' activities in the name of 'fun' or 'development'.

These frequently do nothing more than polorize teams rather than bring them together - unless you class hatred toward the event organisor as a common denominator!

Whilst stretching people, taking them comfortably outside of their comfort-zone and involving them in outdoor activities are often used, there has to be consideration and a proven tangible benefit.

When we design our interventions we're careful to highlight the 'challenge by choice' principle.

We never force people to do anything they don't want to do.

The level of engagement they are asked to participate with is entirely down to them.

The other aspect of these activities are that they have to address relevant issues within the team. Otherwise what's the point?

Discussing and debriefing the activity is key. Reviewing the learning and how that can be applied back in to the work environment is crucial for the success of the activitiy and event. Without this it does become a worthless task.

Perhaps that's the problem historically and what's driving this perception of Team Building.

There hasn't been the 'link' back to business issues and behaviours. Maybe the focus has been on mis-guided perception of fun and motivational events, without substance.

Anyone for paintball? bowling...? drumming?...no?!...oh well.

Its a question a lot of managers and team leaders have found themselves asking.

There's a vast amount of Team Building theory and team development models out there and its often difficult to know your Belbins from your (Myers) Briggs!

So cutting through the Adair, Lencioni, SDI, Insight, Tuckmans Forming, Storming, Norming and Performing and many other models, Lee Martin MD of Toojays gives his view on the essential requirements for making your team gel.

"The pressure to create high performing teams that really do deliver is ever increasing. In order to deliver the team must work well and be cohesive. So how do you achieve this? Well whilst there are plenty of models that will help you analyse and assess it really comes down to just FIVE simple steps.

1. Vision

You need to establish a clear vision,direction or goal for the team to work towards. A common understanding of what they are all trying to achieve.By painting the bigger picture they can understand the importance of their specific role within the team, and relate to its integral part in delivering what ever the teams output is. 

2. Roles

Each individual should have a clearly defined role. They should each know what is expected of them, and their parameters of operation. That's to say what they can and can't do within their role. This is particularly important  in empowering them and creating a sense of value, purpose and motivation. 

3. Skills

You should ensure that each member has the necessary skills and tools to carry out the role expected of them. If they don't how can they be expected to deliver? Never under estimate the importance of interpersonal skills in this instance. A lot can be achieved by utilising your EQ and a good network. Ultimately team members should know what support is available to develop their skills and equip them to perform to the optimum level.

4. Reward

Probably the biggest factor that gets forgotten in so many teams is the need to celebrate sucess. Which is a shame as it's the simplest to carry out! A simple well done or pat on the back can go a long way to ensure morale and motivation remain high and the drive to continue to perform stays with the team. If you are looking to present the team with tangible benefits or rewards make sure they match what the Team value..and not what you think they will value! Example...Cakes bought for the team member who hadn't told anyone they were on a diet! Or drinks bought for the tee totaller!

5. Re-align

It's a myth that a team ever really reaches its High Performance Target...as the reality for a really effective team is that the target gets moved. As performance starts to peak you should be looking to re-align the team, setting ever increasingly stretching targets and goals...and of course then following the Steps 1 - 4 again!"

For more information on how to gel your team and achieve a High Performing Team take a look at our Team Building services Toojays Team Building