The Importance of Team Building In The Workplace

The Importance of Team Building In The Workplace

Edmund Brunetti – 5 April 2017

Team building is crucial when you want to ensure that your organization is operating smoothly. When staff members dislike each other or are in constant conflict, working together on projects can become difficult and you may find yourself with employees that aren’t very productive. Having a facilitator come in to share relevant exercises or inviting a team building speaker to address these issues can make the difference between your organization underachieving or being a success. The main thing that professionally led team building events allow you to do is open up and improve the channels for communication. In a collegial environment, your employees can openly discuss what they find to be a hindrance to their team work and many employees will also recognize that their own behavior has been an issue that can be easily improved.

Once the team issues are out in the open, respectful dialogues can be had and from there the relationship between employees as well as between management and employees will improve. With improved relationships, comes better and more productive team work, which means the quality of the work being done will improve as well. The events also help to motivate employees to become more pleasant to work with. By recognizing the assumptions and issues in their own perspective or approach, employees can target these areas and fix the way that they interact in a team. Once they start to work better with other employees, they will become more confident in their abilities and they might discover that leadership comes easier when they get along with their team. This could open many doors for them and motivate them not to back down from challenges.

Having an experienced team building speaker present will definitely make thing easier during these events. With a speaker present, there is an impartial and engaging third party that will be able to better motivate employees and give them a fresh perspective. Team building activities run by a speaker will also force your employees to think creatively, since it will be something new outside of the usual office tasks. Once your employees learn to work together under these new circumstances, they will find it much easier to be cooperative when they’re working together on work projects.

Employees will also have new skills and insights in their back pockets after listening to a team building speaker. They will learn new problem solving skills and learn to think about problems in team work in a different way, making them more valuable to your organization. Developing these skills will help them a lot in future endeavors as well as future team projects. Another good thing that comes from attending team building events is that it by opening up communication channels your employees start to trust each other more as well as their management. If you get the feeling that your employees might not feel very connected to you and that the gap between management and employee is too wide, it might be time for all of you in the office to work through a few team building exercises together.

What Are the Benefits of Effective Communication?

Tracey Fieber – October 01, 2015

Pod_LMX_Leaders_and_Groups

The world needs people who can articulate their thoughts and ideas in such a way that others can grasp its depth and meaning. In a work place context, it can be the difference between an effective manager and a boring one.

Role of effective communication in workplace

An organization is essentially a group of people who strive to achieve a common objective. However, that is where the similarity ends. Other than the shared goal, there may be absolutely nothing common among them. They all come from different backgrounds, cultures, religions, profession etc. it is no wonder that more than 70% of conversations in an organization is about building interpersonal relations. The rest is dedicated to achieving the business end of the organization; such as liaison with external agencies, clients, customers, etc.

On a regular basis, the organization needs to formulate internal employee policies which need to be conveyed to the employees. Drafting agreements, business proposals, presentations etc form the other part of the picture. Therefore, one can see that effective communication is crucial for a viable work environment.

Effective Communication- A two way process!

Most people often confuse the idea of communication with talking. They may be good talkers, but bad listeners. This is where another problem presents itself. How good is an idea when no one is ready to listen to the speaker? Everyone is so keen on expressing themselves that few of them are actually ready to hear someone out. Effective communication is basically a two way process. It needs a good speaker as well as a patient listener. To be an effective communicator, you need to develop the art of hearing someone out diligently.

Another key aspect of good communication is the non-verbal gestures like body posture, tone, facial expressions etc. It goes without saying you need to adjust your words and body language according to the situation and the audience.

Effective Communication makes a better leader

The role of managers has undergone massive changes due to the rapid technological advancements, changing employee perceptions and evolving work cultures. The rate at which technology is advancing often leaves your team members on the floor confused and lost. This is where an ideal team manager can bank upon his effective communication skills to reassure his team members. By keeping the channel of communication open between him and his team mates, he can boost their confidence and enhance their belief in the organization.

There is also an increased need to ensure the flow of information to the right people. You cannot always depend on emails and newsletters to do the trick for you. An effective communicator can easily call for a meeting or a seminar where the message can be conveyed to maximum people.

It is quite clear from the above why effective communication is rightly called the ‘blood and soul’ of an organization.

Article Source: http://EzineArticles.com/expert/Tracey_Fieber/3506

Exactly How to Delegate

30 Apr 2013 – Stefani Yorges –

PoD_Delegating_Teamwork (Custom)

Did you know that there are 5 different levels of delegation? If you don’t clarify which level you intended when handing off an assignment or project, miscommunication and disaster can result.

Mary, for example, gave her direct report an important project in order to relieve some of her own burden at work. She is frustrated when that direct report keeps checking in (almost hourly) with status updates and questions for approval. She grumbles, “I might as well have done it myself!”

Paul is also frustrated, but for a different reason. He handed off a critical assignment to a promising direct report that he hoped would be a great learning and development opportunity. A week later, he is surprised that he has not gotten any status report. He fears the employee is dropping the ball and not taking the assignment seriously.

The ability to delegate is critical for leadership success. Bearing the burden all by yourself is unsustainable, so you need to assemble a team of qualified individuals to assist you. Then give these future leaders authority and responsibility. But how much do you want them deciding on their own? How often do you want them to check in? To avoid potential disaster, set clear expectations about the level of authority you are handing them.

Five levels of delegation:

Level 1: Do exactly what I ask. I have already decided what I want the final outcome to look like. I already researched all the options and know what I want. Just follow my instructions.

Level 2: Gather information. I want you to research the topic and bring back a summary report. We will discuss the information together. Then I will make a decision and tell you what I want you to do next.

Level 3: Make a recommendation. I would like you to research the topic and outline several options. Be prepared to give me the pros and cons of each option. Make a recommendation by telling me what you think we should do. If I agree with your recommendation, I will authorize you to move forward.

Level 4: Make a decision. I trust you to do the research and make the best decision you can. Just keep me in the loop and tell me what you are doing. I don’t want to be surprised at the end.

Level 5: Implement. Make whatever decision you think is best and move forward on your own. I trust you completely to implement your best decision. There is no need to check in with me. You have my full support.

The problem with Mary is that she thought she was delegating at Level 5 while her direct report was operating at Level 1. Paul’s direct report was assuming his assignment was given at Level 5 while Paul wanted to be kept informed at Level 3. You can avoid these kinds of problems by simply clarifying expectations at the front end.

Team Building Within The Work Force – iMA Can Make a Difference

26 Feb 2013 – Zoe L Robinson –

PlusOne Dynamics Team Building iMA Workshop (Sm)
When it comes to working environments, many businesses lack communication across teams. Of course people with similar personalities and interests will get along and tend to stick together, however within a business environment it is important to be professional and make sure that everybody can feel free to communicate with each other.

For those in your company who only talk to people who they actually like it can cause problems and friction within a team.  In the workplace everybody should have the attitude of helping each other out and exchanging ideas etc.  Outside of work it is out of your control and people can obviously meet up if they want to or meet up with friends they have outside of work if they don’t.

If you find that you think your business could benefit from bringing the shy people out of their shells and maybe putting the loud ones back in theirs for a bit, you should take a look into team building activities.  Some people don’t think these work very well, however they are a great place to start.  The best way to make sure it works is to have the boss organise it.  Find out which people don’t particularly mix with one another and make sure they end up on the same team.  The larger the organisation you have the easier it should be to make sure that friends don’t end up being together.

 

You can choose from a number of activities like something sporty such as water rafting or a high ropes course which are really fun to take part in and will provide a real challenge element.  You could even give a prize to the team who completes the courses in the quickest times to ensure that they work as a team.  If you think your workforce wouldn’t appreciate something sporty and would try to avoid attending, pick something different like going to a chocolate making workshop or visit somewhere that sets up quizzes and puzzles for teams to try and solve.  Just like with the active ones you could create a competitive element.

 

Staff will be put into an environment where they are with work colleagues so need to remain professional, but also feel more relaxed as they aren’t in the working office. Hopefully the groups will bond over the tasks and learn that they actually have some things in common, which will then translate when they go back to work.

 

The Bottom Line: Getting the best from teams and effective team working is key to your success as a Leader and business. The challenge is to adapt your thinking, communication and style to leverage the potential of teams.  At PlusOne Dynamics we invite you to complete our free iMA Questionnaire,it will only take 2 minutes and will reveal your preferred communication style as a successful Leader / Manager plus how you can communicate effectively with your team while enhancing connectivity and productivity.

iMA is an exciting universal language, designed to maximise connectivity: mutual liking, trust, understanding and respect. Everyone speaks one of four iMA dialects, putting them on the same wavelength as 25% of the world’s population.  iMA is a simple way of observing and understanding the differences in people, then connecting with them on their wavelength. When this happens communication, trust, understanding, co-operation and sales increase, and stress and tension decrease.
I stands for Identify your iMA colour style and that of the person you want to connect with.
M stands for Modify your message by encoding it in a way that is most likely to be understood.
A is Adapt the way you treat one person vs. another.

Review our iMA Services here, and consider a PlusOne Dynamics iMA Workshop for your next team building event.

To become an even better Leader we invite you to download our PlusOne Dynamics free e-book – “12 Cs of Building a Team that Works“, you will gain valuable insight into to how you can grow and build your team using effective communication and contexts. This FREE e-Book provides a simple “answer these questions” guide surrounding your team, communication and connectivity.

Download Here – No Signup required!
http://www.plusonedynamics.com/12cs_for_building_a_team.html

Communication Starts With Respecting What Others Have To Say: iMA Can Help

25 Feb 2013 – Timothy F Bednarz –

PoD_Team_Personalities (Sm)

As teams are composed of different personalities with different communication styles, communication problems will occur even when team structures are properly constructed and implemented.

Leaders must learn to deal with the practical elements of communication and overcome problems associated with group or team dynamics before moving ahead with more advanced communication issues.

It is important for leaders to understand that before teams can learn to communicate effectively, team members must first learn to communicate by each respecting what the other has to say. Leaders will find that this is the initial challenge that must be overcome after team formation.

Leaders should understand the common problems experienced by groups that can hinder the effectiveness and productivity of the team.

 

Floundering

Teams commonly have trouble intiating and ending discussions. Members flounder, wondering what actions to take next. Resistance is experienced as the team moves from one phase of the discussion to the next.

Problems from the onset suggest the team lacks clarity or is overwhelmed by the assignment. These startup problems suggest that team members are not comfortable enough with one another to engage in meaningful discussions.

Floundering during discussions suggests that the team has not arrived at a consensus. Team members can be reluctant to expose their work to review and criticism.

 

Overbearing Participants

Overbearing participants wield a disproportionate amount of influence over the team. They often have a senior rank within the company or possess in-depth technical knowledge.

While most teams benefit from their participation, they can cause problems when they forbid any discussion that encroaches on their area of expertise or authority. Overbearing participants will tend to see such group solutions as unworkable, or they will use technical jargon signaling that the subject is off-limits to the group.

Leaders can minimize these problems by reinforcing to the team that, as long as it pertains to the current subject, no area is off-limits. Privately, leaders can talk with overbearing individuals to let them know that it is important for the group to explore the particular subject and for individuals to understand the process.

 

Dominating Participants

Some team members can consume a disproportionate amount of time by talking too much. Their excessive input inhibits other members of the team from participating. Leaders should structure discussions to encourage equal participation, and openly solicit input and contributions from all team members.

 

Reluctant Participants

Reluctant participants may feel shy or unsure of themselves in the team, and must be encouraged to contribute their ideas and perspectives. Problems can develop when there are no activities built-in to persuade these individuals to participate.

Leaders must act as gatekeepers to the discussion by openly and actively soliciting input and contributions from these individuals. These measures ensure balanced participation from the entire team.

 

Self-Assured Statements

Some individuals express personal beliefs and assumptions in a self-assured manner. These statements are so forceful that other team members assume they are hearing a presentation of facts. Consequently, members are reluctant to question these statements without facts and data to defend their position. They may also fear being wrong and thus losing face with the team.

Leaders cannot allow unquestioned acceptance of opinions as facts. They must use techniques and questions that compel members to support their statement with facts and to hold it up to the scrutiny of the entire team.

 

Rush to Accomplishment

Many teams will have individual members who are impatient and wish to rush through the training activity. These members will come to a decision before the team has had the time to discuss and consider alternative solutions. They will then urge the group to decide matters quickly, and will discourage any further efforts to analyze or discuss the matter. These members can communicate their impatience using nonverbal behavior or direct statements.

Leaders must remind the group of their focus and make sure that specific members do not exert pressure on the team to finish prematurely. If all else fails, leaders may need to directly confront the offender.

 

Attribution

As a way of bringing meaning to apparent disorder and confusion, people tend to attribute motives to individuals they disagree with or don’t understand. This behavior can lead to hostility in the team environment. Leaders must reaffirm the purpose, boundaries and framework of the training exercise and intervene when such behaviors are exhibited by team members.

 

Discounting

Discounting occurs when team members fail to assign other members’ ideas and options any validity, credence or credit. If discounting happens frequently, teams can experience hostility.

Every team member deserves respect and attention from the entire team. Leaders must ensure that the team is trained from the onset in active listening and other constructive behaviors. When possible, the leader should provide support to the discounted individual.

Leaders will also need to privately discuss the matter with the team member who is responsible for discounting.

 

Digression and Tangents

Wide-ranging and unfocused team discussions are a natural tendency as teams stray from the topic. While some digressions may be entertaining, they divert the team from the purpose of the activity. Team facilitators are responsible for bringing these discussions back to the team’s agenda.

 

Feuding Team Members

Feuding team members can disrupt the entire team with their personal disagreements. Usually these feuds predate the team and are best dealt with outside of the team environment. Leaders can offer to facilitate a discussion to end the personal feud or at least arrive at an agreement concerning their behavior in the team setting.

 

The Bottom Line: Getting the best from teams and effective team working is key to your success as a Leader or Manager. The challenge is to adapt your thinking, communication and style to leverage the potential of teams.  At PlusOne Dynamics we invite you to complete our free iMA Questionnaire,it will only take 2 minutes and will reveal your preferred communication style as a successful Leader / Manager plus how you can communicate effectively with your team while enhancing connectivity and productivity.

iMA is an exciting universal language, designed to maximise connectivity: mutual liking, trust, understanding and respect. Everyone speaks one of four iMA dialects, putting them on the same wavelength as 25% of the world’s population.  iMA is a simple way of observing and understanding the differences in people, then connecting with them on their wavelength. When this happens communication, trust, understanding, co-operation and sales increase, and stress and tension decrease.
I stands for Identify your iMA colour style and that of the person you want to connect with.
M stands for Modify your message by encoding it in a way that is most likely to be understood.
A is Adapt the way you treat one person vs. another.

 

To become an even better Leader we invite you to download our PlusOne Dynamics free e-book – “12 Cs of Building a Team that Works“, you will gain valuable insight into to how you can grow and build your team using effective communication and contexts. This FREE e-Book provides a simple “answer these questions” guide surrounding your team, communication and connectivity.

Download Here – No Signup required!
http://www.plusonedynamics.com/12cs_for_building_a_team.html