Many organizations may still entertain doubts about whether investment in developing team will pay off. Venturing in a planned team development intervention with well thought-out goals and outcomes can actually give your organization manifold advantages.
Organizations benefit from a good quality team-building intervention in a number of ways: People get to know each other, spend quality time together, and develop and demonstrate newly acquired team skills.
The fact is that hanging out at the club, having a pizza together, playing cards, or going bowling for months on end won’t give you the results that a well-structured one-day team building program can produce for you.
However, as a leader of your team, you need to make sure that you are not playing blind. When sensibly created, a team-bonding event can give you a lot more than just a fun day out. It can produce a significant difference in the immediate context while also paying off in the long run.
In a carefully crafted learning experience, participants learn how to be more effective and efficient, and achieve results together, while at the same time having lots of fun. As a result, the company reaps a rich harvest. If each member of the team registers even a one percent change in outlook and behavior, the cumulative result will be a big gain in business performance.
In an offsite, informal setting, team building provides an opportunity for the leaders to get to know their team. Leaders often spot members who surprise them with their ability, initiative and potential. The way members behave in the various exercises and situations; gives leaders a strong basis to make career decisions for their team members.
At the end of one of our team-building interventions, the CEO said, “This program gave me wonderful insights about the people in my team. Now I know what resources my people have and how I can use them wisely. In a day-to-day situation, you are so busy fire-fighting, you don’t have time to learn about other people and find out what skills they have.”
Organizations often do not realize the cost of not investing in nurturing a team culture until they face serious team crisis. Team-building experiences can sometimes be tricky.
Normally, members do not challenge themselves to leave their comfort traps. The hate the awkwardness of discovering where they are, as opposed to where they wish to be. It begins to dawn upon team that it is not the team that it ought to be.
If this realization is painful, as more often than not it will be, a well conceived team building intervention may well be the need of your organization.
INTERDEPENDENCE IS THE KEY
Scores of companies waste hundreds of thousands of dollars in revenue every year on tram development interventions that do not produce the desired outcomes. The programs do not result in developing a team atmosphere within their organizations. The term ‘team building’ has so many definitions that it can mean just about anything to anybody.
How do you define team building? I read somewhere that “team building is any exercise or program that helps a group of INTERDEPENDENT people create LONG-TERM behavior change, resulting in a more efficient or productive culture”.
The first question that you should ask yourself before initiating a team building program is this:
“Is my group interdependent?”