There is two Extremes in the Corporate Team Building World. 1. Team Building should focus on real problems and be anchored in reality. 2. Activities and Simulations are a waste of time.
Organization Development : Team Building : Leadership Development : Executive Coaching
Getting buy-in on your team project and task from those who you do not directly manage can prove challenging. Here are 5 areas to check your data against for persuasiveness.
Teams consist of people working together towards a goal that 1 person cannot complete by themselves. Thinking of a team as a system, changing 1 part (person) in that system will affect the team as a whole.
The more experience we have, more reinforcement of psychological inertia. Once our thinking freezes in place the friction of innovation and change stops.
You are not a psychologist, you are a manager.
Personality factors in individuals are something that every company seems to want to assess and change. There is a false belief that is only reinforced by management “I have these certain personality traits therefore for people to be successful like me, they must also have these traits.”
I was asked to develop a team building activity & facilitate a discussion on useful + not-useful change at an annual meeting.
What other purpose can a current resource serve while it supports its primary role?
Employee engagement attracts-trust when we change how work gets done leading to changes in how people work.
Employee engagement repels-trust when we try to change peoples’ psychology.
Team building focuses on the present. What is working well and how can we amplify what’s working.
Within teams, in order to complete your tasks, you have to depend upon many people whom you do not have direct authority over to supply you with information needed to complete your work on time, in budget and quality specifications.