Organising a corporate team building event
Organising a corporate team building event
Identify the Outcome of the Event
Before doing anything it is vital to establish the purpose of the event:
• Is it to reward staff for their good work?
• Does a new team need to get to know one another better?
• Is it for an existing team who have 'lost their way' and need some direction?
• Do personalities rule and make decisions which are not based on logic and common sense?
• Does the department always seem at odds with other departments?
• Do you feel something is holding back your efforts but not quite sure what that something is?
• Do different perceptions exist at the different levels in your organisation as to what is the problem?
• Is there too much management?
• It there too little leadership?
Get a clear idea of the expected outcome so the programme is structured to it. Talk to management and the team about the issues they consider need to be met by the event and draw up a list of needs. Also discover if they have any preferences for the activities. Consultation with the participants gives them some ownership of the event and they are more likely to benefit.
Link the outcome to the business plan, the team needs and individual development.
A training provider should be able to supply you with a questionnaire or training needs analysis tool to establish development needs.
The Activity
Do not choose exercises that are too physically demanding for any team members. If physical fitness or strength are not essential in the work role, they do not have be part of your team building event. Look carefully at the composition of your team and set the level of physical assertion necessary low enough so each team member can participate satisfactorily. Physical activities should be memorable and successful for everyone.
For effective team development try to get a balance so your events are challenging without being too taxing and enjoyable without being all fun and no meaning.
Contact a Specialist Company
Bringing in an outside company can bring a fresh perspective, and they will be perceived as objective and neutral. They should be able to make comparisons with other teams who have undertaken similar training. Additionally training should relate to the workplace. If sensitive material is likely to be raised, ask them to sign a non-disclosure agreement.
There are many companies offering teambuilding events, so where do you start? Well start by asking for recommendations for colleagues and friends. Then ask the provider these questions:
What events have they undertaken? Then check out the feedback from their customers.
What qualifications do their staff have?
What experience do their staff have of working in industry?
What safety measures are in place?
What insurance cover do they have?
A training company can help you identify the messages you want to pursue, facilitate the event and implement the feedback and measurement components afterwards.
The Programme
During the training programme you can include business presentations, social ingredients through mealtime activities, awards and entertainment.
Plan the activities to allow time between each activity for discussion, learning and application back to the workplace. Ensure you follow lunches with activity and end your programme on a note of confidence and commitment.
Participants
Besides the obvious team members consider including key people connected to your team. These could be internal customers, suppliers, etc. These "peripheral players" often add value, perspective and insight to your programme. They can also help with communication back at the workplace after the event is over.
Venue
Getting away from the office environment ensures there will be fewer distractions. It also helps to focus the minds of the delegates and encourages them to feel valued. Interestingly they equate their perceived value to the company with the choice of venue.
Pleasant surroundings with good food and facilities will help to ensure the event is well received. The training provider should be able to recommend places and make the arrangements for you.
Visit the premises before confirming the booking. First impressions are important. While the brochure may look glossy and reviews may be fantastic, it is only by visiting a venue in person that it is possible to establish what the premises are really like and if the venue team are on the ball and able to deliver what is required, when it is required.
Think through how the day will work - walk the room, study the layout and listen to the venue’s conference manager.
Read the small print-last minute changes and cancellations can be costly. Make sure everything agreed is confirmed in writing and that no details are omitted.
Publicity
Use bulletin boards, posters and internal meetings to develop interest in the event. Show the attractions and benefits of the event.
Gather information about the event to tell participants' what it is about. You can add to this with details of where and when it takes place, and what to take and wear.
The training provider should take photographs or a video to document your teambuilding event. Give copies of photographs to participants after the event and seek their permission to put the best photographs on your bulletin boards or on your company's Web site.
Individual Participation
Participation in the activities should come under the philosophies of ‘Challenge by Choice’ and ‘Influence with Integrity’. Participants must have the right to say no and not asked to justify their decision.
Fear of the unknown can be a huge barrier to participation. If someone is apprehensive about an event, encourage them to have a look at the activity and decide when they know more about it.
Recognition
Even though you have used a training provider some of your staff may have helped to plan and make the teamwork event a success. A small but thoughtful gift to staff who have contributed, given in front of everyone at the end of the programme, will be appreciated and remembered.
Feedback
Ask participants to complete 'happy sheets' at the end of event to see how they are feeling at the time.
Back at the workplace, put into practice the lessons learnt on the team building event. Measure the return of your investment with a thorough evaluation or an objective performance statistics to compare against historical data.
Organising a corporate team building event - To learn more about this author, visit Michael Miles's Website.
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Are you responsible for organising a corporate team building event and want some help? Do not despair - here are some tips to ensure it is well received and your team benefits.
Identify the Outcome of the Event
Before doing anything it is vital to establish the purpose of the event:
• Is it to reward staff for their good work?
• Does a new team need to get to know one another better?
• Is it for an existing team who have 'lost their way' and need some direction?
• Do personalities rule and make decisions which are not based on logic and common sense?
• Does the department always seem at odds with other departments?
• Do you feel something is holding back your efforts but not quite sure what that something is?
• Do different perceptions exist at the different levels in your organisation as to what is the problem?
• Is there too much management?
• It there too little leadership?
Get a clear idea of the expected outcome so the programme is structured to it. Talk to management and the team about the issues they consider need to be met by the event and draw up a list of needs. Also discover if they have any preferences for the activities. Consultation with the participants gives them some ownership of the event and they are more likely to benefit.
Link the outcome to the business plan, the team needs and individual development.
A training provider should be able to supply you with a questionnaire or training needs analysis tool to establish development needs.
The Activity
Do not choose exercises that are too physically demanding for any team members. If physical fitness or strength are not essential in the work role, they do not have be part of your team building event. Look carefully at the composition of your team and set the level of physical assertion necessary low enough so each team member can participate satisfactorily. Physical activities should be memorable and successful for everyone.
For effective team development try to get a balance so your events are challenging without being too taxing and enjoyable without being all fun and no meaning.
Contact a Specialist Company
Bringing in an outside company can bring a fresh perspective, and they will be perceived as objective and neutral. They should be able to make comparisons with other teams who have undertaken similar training. Additionally training should relate to the workplace. If sensitive material is likely to be raised, ask them to sign a non-disclosure agreement.
There are many companies offering teambuilding events, so where do you start? Well start by asking for recommendations for colleagues and friends. Then ask the provider these questions:
What events have they undertaken? Then check out the feedback from their customers.
What qualifications do their staff have?
What experience do their staff have of working in industry?
What safety measures are in place?
What insurance cover do they have?
A training company can help you identify the messages you want to pursue, facilitate the event and implement the feedback and measurement components afterwards.
The Programme
During the training programme you can include business presentations, social ingredients through mealtime activities, awards and entertainment.
Plan the activities to allow time between each activity for discussion, learning and application back to the workplace. Ensure you follow lunches with activity and end your programme on a note of confidence and commitment.
Participants
Besides the obvious team members consider including key people connected to your team. These could be internal customers, suppliers, etc. These "peripheral players" often add value, perspective and insight to your programme. They can also help with communication back at the workplace after the event is over.
Venue
Getting away from the office environment ensures there will be fewer distractions. It also helps to focus the minds of the delegates and encourages them to feel valued. Interestingly they equate their perceived value to the company with the choice of venue.
Pleasant surroundings with good food and facilities will help to ensure the event is well received. The training provider should be able to recommend places and make the arrangements for you.
Visit the premises before confirming the booking. First impressions are important. While the brochure may look glossy and reviews may be fantastic, it is only by visiting a venue in person that it is possible to establish what the premises are really like and if the venue team are on the ball and able to deliver what is required, when it is required.
Think through how the day will work - walk the room, study the layout and listen to the venue’s conference manager.
Read the small print-last minute changes and cancellations can be costly. Make sure everything agreed is confirmed in writing and that no details are omitted.
Publicity
Use bulletin boards, posters and internal meetings to develop interest in the event. Show the attractions and benefits of the event.
Gather information about the event to tell participants' what it is about. You can add to this with details of where and when it takes place, and what to take and wear.
The training provider should take photographs or a video to document your teambuilding event. Give copies of photographs to participants after the event and seek their permission to put the best photographs on your bulletin boards or on your company's Web site.
Individual Participation
Participation in the activities should come under the philosophies of ‘Challenge by Choice’ and ‘Influence with Integrity’. Participants must have the right to say no and not asked to justify their decision.
Fear of the unknown can be a huge barrier to participation. If someone is apprehensive about an event, encourage them to have a look at the activity and decide when they know more about it.
Recognition
Even though you have used a training provider some of your staff may have helped to plan and make the teamwork event a success. A small but thoughtful gift to staff who have contributed, given in front of everyone at the end of the programme, will be appreciated and remembered.
Feedback
Ask participants to complete 'happy sheets' at the end of event to see how they are feeling at the time.
Back at the workplace, put into practice the lessons learnt on the team building event. Measure the return of your investment with a thorough evaluation or an objective performance statistics to compare against historical data.
Organising a corporate team building event - To learn more about this author, visit Michael Miles's Website.
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Dianne CramptonDianne Crampton is an executive leadership coach, team culture consultant, author and president of TIGERS Success Series, Inc. Dianne has been helping CEO's and Executives connect their employees to their core values and goals for over 20 years using the trademarked TIGERS team culture process, which stands for trust, interdependence, genuineness, empathy, risk and success. To download a free white paper on behaviors that build strong teams and behaviors that will predictably tear them down go here. Dianne's contribution to the 2010 Pfeiffer Consulting Journal (an imprint of John Wiley and Sons Publishers) entitled TIGERS Hearted Teams is available in November 2009. Her new book TIGERS Among Us: 5 Winning Business Team Cultures And Why, Three Creeks Publishing will release in March 2010. To receive publishing discounts, subscribe to the free TigerTracks Newsletter here. - Visit Dianne Crampton's Website |
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Leanne Hoagland-SmithAre your sales where you want them to be? Will you be one of the few who achieves sales or business success or one of the many who have failed to change? Are you tired of being told you are like everyone else? Then you may find my first book on sales of interest. Be the Red Jacket in the Sea of Gray Suits, The Keys to Unlocking Sales available at Amazon or at http://www.processspecialist.com/red-jacket.htm. This book is a reflection of my no-nonsense approach to improving sales to overall business results. If you are truly committed to making sustainable changes, then I can help you secure a positive return on your investment because I focus on executable solutions not telling you the problems you already know you have. From training to corporate (group) coaching to executive one on one coaching, my approach is to assess, create awareness, build a goal driven action plan and then execute. The bottom line question is "Not do you or your employees know it, but do you or they want to do it?" Please call for a free strategy session at 219.759.5601. - Visit Leanne Hoagland-Smith's Website |
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George LudwigGeorge Ludwig is a recognized authority on sales strategy and peak performance psychology. An international speaker, trainer, and corporate consultant, he helps clients like Johnson & Johnson, Abbott Laboratories, Northwestern Mutual, CIGNA, and numerous others improve sales force effectiveness and performance. Though it's George's strategies and processes that help corporations increase productivity and performance, it's his tremendous energy and dynamism that spark the transformation. Again and again, clients remark on his amazing ability to unleash human capacity and inspire men and women to break out of their comfort zones. The result is a whole new type of salesperson. His customized presentations teach achievers to make stunning advances in their lives. From helping salespeople realize cherished dreams to helping corporations exponentially accelerate revenue streams, George Ludwig leaves audiences and individuals empowered, emboldened, and clamoring for more. George is the best-selling author of Power Selling: Seven Strategies for Cracking the Sales Code and Wise Moves: 60 Quick Tips to Improve Your Position in Life & Business. - Visit George Ludwig's Website |
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