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Project Rollerball
Success for one stage of the project means success for all, and conversely, failure for one means failure for all.
Internal and external customers will need to be dealt with effectively during all stages of the project as each team works in collaboration to deliver a final complex solution to the challenge at hand. Teams must plan and design their approach before executing the construction and testing of the working model of a complex device.
Can be facilitated indoors or outdoors for groups of 8-200+ people.
Mission
To win and keep business the teams must design and execute effectively as a team the solution to a complex challenge. The aim of the project is to deliver customer satisfaction and an excellent product in a profitable and sustainable way by being able to communicate and operate with flexibility across different functions and areas.
Key Learning Points / Messages
Cross functional working for team effectiveness, customer focus and satisfaction, overcoming task overload / activity trap, planning and prioritization, resource allocation, diversity and team roles, common focus, motivation, fun and networking, planning, individual and team execution, de-brief / process review skills, overcoming challenges / obstacles, managing change.
Contact us…to facilitate a process for your team.
Testimonial from Project Rollerball
“Create-Learning conducted the activity as part of a two-day company wide staff development meeting, with the company’s values of customer service and open communication were emphasized throughout. In one game, Project Rollerball, employees were divided into six functional team units to design and execute a solution to a business challenge. “The aim of the project is to deliver customer satisfaction and an excellent product in a profitable and sustainable way by being able to communicate and operate with flexibility across different functions and areas,” Sheridan says.
In debriefing the exercise, discussions of customer service and communication came up again and again. “It was a good reminder of some simple but easily forgotten principles,” Sheridan says. “I am sure there were some eye rolls but once we got started with the activities people had fun. During the debriefs, it was obvious that the objectives and lessons were understood by everyone. It was a good change of pace versus meetings and presentations and it got the points across.”
First of all, great article! It gave seeds to a few thoughts that I would like to post here. Teamwork is a dynamic process involving individuals with complementary backgrounds and skills, share common goals and exercise intensive effort in assessing, planning, evaluating and executing towards the common goal. However, there are significant problems that are observed while building collaborative groups among individuals. We should count in cultural and indivisual differences, workplace issues, social differences, education levels and gender disparities. Unsolved communication issues, poor commitment from all stakeholders undermine team spirit. We must also take into consideration factors such as differences in religious belief systems. Organizations often fail to create practical policies to govern team building, so all efforts become obsolete sooner that they can settle to become useful for any community.
Arnold,
Organizational policies and personal perceptions of inequality exist in all organizational structures.
Team building can bring out some of those issues, and a proper hierarchy of management can do even better.
It is not up to the workplace to institute moral decisions of individuals, that just cannot be done. Because to a workplace the process always falls on the side of increased production.
We must be careful not to mix, individual actions that people as morally rational agents ought to take; with organizational structures.