How to Build A Dream Team

Written by Luke Lombe

Each of your department managers are doing a good job of looking after their area. Targets are being met, work is being cleared and from all outward appearances it seems as though your organisation is a smoothly run and successful operation! What the casual observer doesn't see, however, is the bickering and back-stabbing, the poor communication, the lack of a common goal and low staff morale. To rectify all this you decided that all managers will undertake a team building program to bring that ‘warm fuzzy' feeling back into the office. Some fun and games where you run around and have a laugh is just the answer to all those problems. Or is it? Team building seems to be the latest corporate craze in China, with companies signing up for programs and get-aways at an ever increasing rate. Everyone from senior managers to floor staff are participating in team building activities. These activities are designed to unify goals and objectives, promote better workplace relations, heighten operational efficiency, clarify communication and generate a general sense of ‘esprit de corps'. Unfortunately, these results are often very short lived, if they occur at all, as team building is often a bandaid solution to a much bigger problem. So, does that mean that team building is a waste of time? Not at all, it just needs to be done properly.

Team Building vs. Relationship Building
It is important to distinguish from the outset why you are considering a team building course. Are there deep seated issues between staff members that are preventing the team from performing at its best? Or is it simply a case of ‘let's have some fun' and in the process become better friends at work? If you answered ‘yes' to the first question then a structured team building course is the solution; if you answered ‘yes' to the second question then you are in the market for some relationship building. "What's the difference?" I hear you say...

Many companies and consultants offering team building courses are really only offering relationship building courses. Relationship building can be defined as ‘a program of activities or events that encourage communication and interaction between staff members outside of the normal working environment'. These activities can be very effective in assisting staff members to learn more about each other as well as providing them with an opportunity to build rapport amongst the group. Where relationship building can fall short, however, is that the participants sometimes have difficulty in making a link between the activities and their job. This is evidenced by the lack of longevity in results obtained from the courses undertaken. Often, even just days after the ‘team' building has concluded, little has changed in the office. A few jokes may be told around the water cooler and there may be the occasional overzealous retelling of the time the GM and marketing manager ran into each other while blindfolded, but ultimately, the underlying issues that prompted the call for team building will still be festering away.

One of the main reasons for this is due to the lack of relevance and practical applicability of many of the activities. While jumping through hoops, running in circles and wearing blindfolds might sound like a lot of fun to some, it can be difficult to tie these activities back to a workplace context. If your staff can't see how the team building activities apply to their daily work routine then the whole exercise can be an expensive waste of time. On the other hand, what can be achieved through relationship building is a better understanding of the different personalities within the group. Sometimes, all it takes to break down the barriers at work is the opportunity for staff to interact with each other outside of the usual work setting.

What's your problem?
For truly effective team building, the very first question that has to be asked is ‘why do we need team building?' This question can be a lot more difficult to answer than it sounds. Some of the standard responses will be along the following lines:

Low staff morale
Low or falling productivity levels
Poor communication
Very little trust between staff members
High staff turnover
Increasing customer complaints
Absenteeism
Poor quality output

While these may seem like legitimate reasons for team building, they are not the root cause of the problem. In order to gain a true understanding of the real issues, it may be necessary to fully analyse your staff and their working environment. A proper analysis will yield some interesting and insightful results that will lay a strong foundation for a fully customized team building course that deals with the specific issues and problems of the group.

Problem definition is best carried out on an individual basis and then together as a group. When staff begin working together to identify the problem, without realising it, they are already on the path to finding the solution. Furthermore, having the staff identify the problems and possible solutions assists greatly with their ‘buy in', which is essential for the team building to be successful. All of the best ideas and activities in the world will be of no use if the staff simply aren't interested in being involved.

The next step
Once the problem(s) has been clearly articulated, it is possible to identify the root of the problem. Just about all team-related problems can be tied back to one (or more) of three main categories:

A Common Goal

Shared vision, mission & objectives
A clear focus and direction
Alignment of individual & corporate goals
Individual growth opportunities

Every team has a purpose for existence. A thorough understanding of the company mission and aligning each team member with the mission is essential. Without a common goal, vision or mission, a team is just a random group of people. Furthermore, individuals should be provided with ample growth and development opportunities to minimise motivational issues.

Clear Communication

Open & honest communication
Trust & support networks
Free flow of knowledge & ideas
Systematic conflict resolution

The free-flow of information within the team allows for continuous improvement, creativity through questioning, and a general ‘awareness' that encourages a more efficient allocation of human resources. Open and honest communication is also a pre-requisite for developing trust and effective conflict resolution systems.

Defined Roles

Strong leadership ‘by example'
Distinct job functions
Proven systems & methods
Self awareness & peripheral vision

Each team member must be fully aware of the role that they serve and must believe in the systems and methods by which they operate. They must also have a solid understanding of the roles of their colleagues, how their actions impact on others, and how everyone is contributing to the mission of your company. Strong leadership ‘by example' is also a prerequisite for team cohesiveness.

The foundation has been laid
With a solid understanding of the problem(s) facing the team and with these categories in mind, it is then possible to draw up a blueprint for an effective team building program that is a carefully balanced combination of practical theoretical background with relevant and engaging activities. This will allow your staff the opportunity to explore the very essence of what it means to be an effective team.

Herein is where the fundamental difference between ‘team building' and ‘relationship building' lies. When activities are introduced after an analysis of the problem areas, staff members can begin to identify the relevance of the activities as they relate to their job. Establishing a clear connection between the problem and the solution also allows the participants to claim ownership over the solution and fosters an environment where some real progress can be made.

Now it's time to have some fun!
With a good understanding of where the issues lay, activities and exercises can be matched accordingly. It is important to consider a few key factors when choosing your team building activities, such as:

Indoor or Outdoor?
What is the fitness level of the participants?
What props and resources do you need?
Where should it be held?
Who will act as the facilitator?
What is our budget?

Just recently, the entire team at ClarkMorgan Corporate Training flew to Beijing for an intensive 4 day team building program. Part of the program was spent at the Goose & Duck Ranch just outside of Beiing where we were able to put some of these theories to the test. The fantastic array of engaging activities including go-karts, 10 pin bowling, horse riding, mini-golf, volleyball and archery provided a perfect platform for an effective team building program. By addressing the fundamental issues prior to engaging in the activities, each staff member was able to fully realise the relevance of the exercises and ‘connect the dots'. And, more importantly for the staff, a great time was had by all!

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