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Team Building Activities Need Not Be Boring!
Leaders and managers ask me whether there is a practical way to build stronger teams in their organizations. I often suggest that they think about going beyond the occasional activity or retreat and create a deliberate culture of team building in their workplace. Creating a culture means designing an environment where employees are encouraged to work well with each other. The ultimate goal is to build a workplace where people collaborate effortlessly and help each other succeed.
Yes, this is a new day, and also the sooner we realize it, possibly the sooner we are going to wake up. The sooner corporations (run by people) will get up. Of course, although people run corporations, organizations have a culture of their very own that just seems to invisibly control. Historically, at the very least in my lifetime, I have seen corporations treat people mechanistically, just as if they were just tools to accomplish their jobs. Anything away from profit, in the name of shareholder value, was not generally given much attention. The bottom line outweighed clarity, purpose, and passion. These things were too "soft."
First, every manager has to follow the requirements of employment law in addition to their companies HR policies. I have heard many managers blame the regulations and company policies for tying their hands. It is true that the rules governing employee performance problems and termination create challenges. It is not true that they totally inhibit the manager from managing the situations of employee performance. There are three core actions that managers can accommodate their performance management that, when consistently applied, make process workable.
Here's a great example. Last Monday I was employing a beloved client that's focused on improving customer satisfaction. They'd done research on his or her company and located their service was below that is a average. This is clearly unacceptable. They are putting a great deal of focus and attention on improving their relationship using customers. Three task forces were formed and so on Monday we had arrived gathering to listen for what actions we were holding recommending to further improve how the clientele feel about them.
BLANKET NAME GAME: Have your group create two teams. These teams will likely be hidden from one another by a blanket. They will start to ask one other questions, while still hidden. Each child will choose someone through the other side they would like to see. Once each child has picked someone through the other side, they're going to drop the blanket and see who they have picked. This can be really fun when the teams are not aware of each other, or they are not very close.
Team Building Activities Need Not Be Boring!
Leaders and managers ask me whether there is a practical way to build stronger teams in their organizations. I often suggest that they think about going beyond the occasional activity or retreat and create a deliberate culture of team building in their workplace. Creating a culture means designing an environment where employees are encouraged to work well with each other. The ultimate goal is to build a workplace where people collaborate effortlessly and help each other succeed.
Yes, this is a new day, and also the sooner we realize it, possibly the sooner we are going to wake up. The sooner corporations (run by people) will get up. Of course, although people run corporations, organizations have a culture of their very own that just seems to invisibly control. Historically, at the very least in my lifetime, I have seen corporations treat people mechanistically, just as if they were just tools to accomplish their jobs. Anything away from profit, in the name of shareholder value, was not generally given much attention. The bottom line outweighed clarity, purpose, and passion. These things were too "soft."
First, every manager has to follow the requirements of employment law in addition to their companies HR policies. I have heard many managers blame the regulations and company policies for tying their hands. It is true that the rules governing employee performance problems and termination create challenges. It is not true that they totally inhibit the manager from managing the situations of employee performance. There are three core actions that managers can accommodate their performance management that, when consistently applied, make process workable.
Here's a great example. Last Monday I was employing a beloved client that's focused on improving customer satisfaction. They'd done research on his or her company and located their service was below that is a average. This is clearly unacceptable. They are putting a great deal of focus and attention on improving their relationship using customers. Three task forces were formed and so on Monday we had arrived gathering to listen for what actions we were holding recommending to further improve how the clientele feel about them.
BLANKET NAME GAME: Have your group create two teams. These teams will likely be hidden from one another by a blanket. They will start to ask one other questions, while still hidden. Each child will choose someone through the other side they would like to see. Once each child has picked someone through the other side, they're going to drop the blanket and see who they have picked. This can be really fun when the teams are not aware of each other, or they are not very close.
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