Tag Archives: teambuilding

10 Tips For Team-Building

Camp Taji obstacle course

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Today we bring you ten tips for team-building. Team-building is all about acknowledging your employees for their hard work and to help them develop healthy and productive relationships in the workplace. A team that works well together and can work synchronously is one that will be very productive. Effectively incorporating the following tips into your next team-building event will provide great returns. Jennifer Gregory brings us these ten tips for team-building. 

A staff with solid working relationships will be a more effective team, have higher job satisfaction and will give your customers better service. Team-building days can be a great way to both reward your employees and help foster closer relationships.

MySocialCloud.com, a 10-employee startup company, hosts regular beach days. “The team goes out to the beach and relaxes, plays games and gets to know each other better. We also have regular pizza parties and sponsor some events, like painting parties, that we ask the whole team to go to in order to have fun outside of the office together,” says Stacey Ferreira, co-founder of MySocialCloud.com

However, without proper planning, team-building activities can dampen morale if it becomes just another work obligation.

…More at 10 Tips for a Better Team-Building Event : Managing :: American

Team-building is an essential process to enhace the office environment and improve the working relationships therein. Planning a team-building event will be much easier with these ten tips. We hope you are able to incorporate these ten tips for team-building into your next event to create the best connected team you can. 


Five Easy Project Leadership Tips

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Here are five easy project leadership tips to make you a great leader. A great leader works for his or her team. They support their team consistently and fairly. A project leader has to realize that they are in service to the team rather than vice versa. A team leader who is selfishly looking for results to drive their own motives will not garner the same respect and dedication as one who shares in the success of their team with all. If you are looking to improve on your team leadership skills then take a look at this article from James L. Haner, who brings us five tips to becoming a great project leader. 

True project leaders are not project leaders for themselves. True project leaders seek to bring out the best in their team mates . . . not put themselves on a pedestal.  They let team members realize their own success. True project leaders are remembered for the right reasons.

False project leaders, on the other hand, are those who acquire a project leadership position for their own glory. They talk a lot about “I” . . . and not a lot about “we.” False project leaders are remembered for the wrong reasons.

You can become a true project leader by practicing these five teambuilding steps.

…More at Five Steps to Becoming a True Project Leader « Perspectives on

You can become a great project leader by following the five tips presented in the article above. Project leadership is ultimately about achieving results but the difference between doing this the right way and the wrong way is as big as the Grand Canyon. A leader should have the mentality that they are working for their team members by seeking ways to empower them to do their job better. A leader needs to take charge and proceed by showing a positive example for their team to emulate. Just follow the five easy project leadership tips to become the truly great project leader that you have been striving to be.


Organizational Well-Being Through Proper Alignment

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A company that takes time to reflect and act on all aspects of their business and supply chain are working on organizational well-being through proper alignment. A company has to be in sync from the lowest man all the way to the CEO. Proper alignment involves many people and processes that are hardly ever in a one-to-one linear relationship with each other. There are many aspects of a business that must be coordinated to achieve success and vitality through good alignment. Integral Advisors bring us some thoughts on alignment of a company to bring about organizational well-being. 

Every organization faces a delicate balancing act: How do you align the objectives of the organization, with the capabilities of the management team, and the needs of the employees…while taking care of the customers?

It is the most common question I have wrestled with over the last 20 years as I have worked with hundreds of organizations to help them achieve the results and sense of well-being they desire.

Where there is alignment – things work well: stuff gets done and folks feel good.

Where there is not alignment – things don’t work well: stuff does not get done and folks feel lousy.

The three main tools or methods that organizations have available to them to create this desired alignment is Strategic Planning, Team Building and Leadership Development.

…More at A Delicate Balancing Act: Organizational Alignment « Integral Advisors 

Alignment of an organization to keep all parts driving towards: a greater purpose, delivering superior products and keeping employees healthy is not an easy task to accomplish. Proper alignment of a company is a time-consuming process and one that takes a concerted persistent effort. The process of re-aligning your company could be a challenging and painful one that will experience setbacks. It is a necessary step to keeping your company on the road to success though. Achieving organizational well-being through proper alignment is a truly great reward. 


Leaders Need To Know The High Performance Team

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The High Performance Team (HPT) is a great way to energize a business. A high performance team can provide benefits such as increased productivity, increased efficiency, better service and lower cost. The HPT is a pathway to success for those that are looking to help invigorate and motivate their employees to reach new highs in their professional development. Bruce Mayhew sheds some insight on what a high performance team is.

High Performance Team (HPT), must meet many priority criteria to function well and be worth the investment (listed below), otherwise the investment may simply generate employee frustration and low results. Most importantly HPT’s have:

  • The full support of the organization
  • Clearly defined goals that are important for all team players
  • Team players that demonstrate relevant personal talents
  • Thoughtful and effective communication
  • Shared respect for team players
  • Measurements for success

Members of High Performance Teams must also be committed to each other’s personal and professional growth. This combination can result in exceptionally high team performance and ROI for the organization. This combination also holds High Performance Teams together during inevitable setbacks.

…More at What Is A High Performance Team? « Bruce Mayhew Blog

Putting together a High Performance Team is something that takes careful consideration due to the significant investment of resources it takes to get a high performance team running at full productivity. Your business must be fully committed to the high performance team in order to reap the rewards that it has to offer. It is important to lay the groundwork before making a decision to establish an high performance team by defining what the goals are and what you will do to measure the success of the HPT. The high performance team has the potential to transform your business and provide the boost that you have been looking for.


3 Leadership Tips for Building Trust

In her article at Small Business Trends, Diane Helbig shares examples of leadership being demonstrated (or NOT) on America’s Got Talent and Celebrity Apprentice. I had also noticed that Howard Stern has significantly changed the judging dynamic on America’s Got Talent. He acts like the classical manager, as if his decision is final. He doesn’t seem to recognize there are three judges. He often makes comments like, “You cannot go to the next step. I’m sorry.”

Howard Stern

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If this were a business organization, and he was one of the managers, how would his actions affect the trust level on the leadership team?

Diane mentions another example, which I did not see, in which Arsenio Hall and Clay Aiken didn’t trust their team members to get the job done. Sounds like they micro-managed everything. Have you ever been micro-managed? How did you feel? What did it do to your creativity?

These two stark examples of a lack of leadership actually help us see what TO DO to be an effective leader:

1. Communicate the Goal and How Important the Teammates Are to Achieving it

This is something that should be done early and often. When people understand what you want to achieve, why it matters, and how they are a part of that process, they are more likely to work with you. Remember here that it’s about the goal – not about you or your needs.

When we keep our focus on the goal, we remove our egos and emotions. We are able to keep things objective and professional.

2. Empower Your Team in Decision Making and Taking Action

When you hire people or add them to your team, you are doing it because you believe they bring skills and abilities to the table. Let them use them.

Don’t micromanage; don’t order them around; don’t keep them on a short leash. You need them thinking and acting enthusiastically. That’s how you’ll get the most out of them. When people are contributing with the best of their ability, your team is stronger and your odds of success go up dramatically.

3. Seek Input and Ideas From Your Teammates

You know the saying, “Two heads are better than one?” It applies to this situation. You don’t have to have all the answers. I submit to you that you shouldn’t have all the answers. When you get your teammates involved in the ideas you get greater buy-in from them. Let them help you problem solve. They’ll be more committed to the outcome and you’ll be working smart.

…More at Leadership Lessons We Can Learn From Reality TV

These are important factors in building trust and bringing out the best in your team. The key is to let go the need to control everything. You’ll not likely “completely” let go that need, but pull it back to 80% letting go, and only 20% controlling and watch what happens.