Why not work Teambuilding
Are you wasting valuable training and operational dollars?
Weve all been there before. A meeting of senior management, or the message of the conference includes a fun teambuilding event where everyone is engaged in a team event or a challenge .. And every year, people turn to it with mixed feelings as these, and many others to participate in activities laser shoot-em up to race go-karts and rah-rah events. A week later, the managers wonder why their team is still poor. The truth is that almost every dollar spent on these welfare programs was extremely low returns on investment.
People who are in a position of decision making in your company who sees the procurement services team events such programs continue to lose your money Companys and heres why:
1) the vast majority of decision makers fail to distinguish between the processes of team building and results and team building events. The products shown very little real return on investment except to provide a pleasant distraction for your staff for a day and a very temporary sense of increased well-being. Their decision to buy such a program is largely focused on games and activities will be provided and at what price.
Some even opt for potentially destructive activities such as simulation of combat or paintball events where latent grudges and ill feelings may surface. real teambuilding programs are geared towards producing a certain result, such as improved intra-team communication, and effective use of experiential activities as a single platform from which group learning and AH-a of the day can be transferred to the workplace by experienced, trained in the methodology of experiential learning
2) the vast majority of buyers of teambuilding also not an employee or team climate quantitative study. Unless they know that their team is like in terms of strengths and weaknesses of the context in terms of specific team behaviors before a program, how a program can be successfully designed for team building results? At Everest team motivation, we use an online tool 56-question, which measures eight core competencies of the team. After a program is conceived and executed, we follow up with another personal questionnaire online to see what areas of the program has had an impact. The qualitative and quantitative results represent clients ROI.
It amazes us how so few potential customers actually care about how their money is being translated into future positive team behaviors that help the bottom line.
3) The vast majority of decision makers do not want to see a team event as a one-off, and never integrated into a broader leadership or team development. In short, they pledged to spend a good day, and less lasting results. Never heard of a great team that has been created in one day? Watch your spending compared to the sales team building, communication and training costs based on skills. Without the platform of what we call specific observable behaviors (or SOB for short), few of these training measures are sustainable behaviors that poor team limped to medium term. Teambuilding is a process not an event.
Unless your staff really need a training experience for a team like going to a session of bowling, karaoke, they could really benefit from the participants is rather a fun, team building program designed to help them return to work.
Ultimately, companies and customers decide what they want and how much they are willing to spend. The important thing is to know the difference between what they want and what they need. In our experience, most potential customers cannot tell the difference, and to confuse the results they could get an experience of team versus the benefits of team building to specific outcomes.
Go to download the full article and list that shows how to distinguish between teamwork and teambonding programs:
http:www.everestmotivation.comEMTdownloadsteambuildingfails.pdf
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