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ARE
YOU LOOKING FOR A TEAM BUILDING OR TEAM RE-BUILDING
FOR YOUR TEAM?
Elsabé
Manning facilitates Team Re-Building
workshops with great success. Rebuilding a team entails
uncovering and resolving team issues; overcoming obstacles
and healing broken relationships. This workshop is the
beginning of lasting, trusting, respectful relationships.
The entire team commits to pull together with clearly
defined common vision, goals and objectives.
DORIC
HOLMES of Earth Odyssey (www.earthodyssey.co.za)
in association with Success Factory offers a unique
opportunity to teams to step out of the urban, corporate
box and engage in a team-building event like no other,
in an environment that few are privileged to share.
Using a wilderness trail as the medium for the process
and the natural world as the ‘classroom’,
the experience is by its very nature dynamic and unscripted,
with no two ever the same. Whether you are looking for
an informal experience or something more structured,
with specific outcomes, we are able to tailor-make an
intervention to suit the personalised needs of your
team.
For
more information please scroll down.
TEAMS
A
real team is a group of committed individuals
working together towards clearly defined goals, and
a common vision, in an atmosphere of mutual trust, truth,
care and support for each other and a willingness to
take specific action.
Teams
develop at different rates and with unique patterns
that depend on the task, the setting, the members’
individual characteristics and behavioural patterns
and the style of leadership to which they are exposed.
Characteristics of groups include structure, status
hierarchy, roles, norms, leadership, cohesiveness and
inter-group conflict. These characteristics pervade
all groups. In an informal group, they emerge from within
the unit; in a formal group, they are established by
the managerial process.
TEAM
DYNAMICS
Team
Dynamics are the unseen forces that influences and drives
team reactions, behaviours and performance. The effects
of team dynamics can be very complex. For example in
a team of six people working together in one office,
there may be two people who have a particularly strong
friendship. This friendship is a ‘natural force’
that may have a dynamic influence on the rest of the
team and can be manifest in various ways - either positively
or negatively.
The
positive effects on the team
The
friends communicate a lot and spend time together at
work which can result in other team members being drawn
into the discussion, which results in a good 'social'
feel in the team, which results in people enjoying being
in the team which improves individual motivation and
commitment to the team. There is a natural force of
‘inclusion’ which results in team members
being drawn into productive discussions
The negative effects on the team
A
strong friendship might cause the other four people
to feel excluded, which means they are less likely to
include the two friends in decision-making, which means
that there are likely to be two sub-groups in the team,
which means that information may not flow across the
entire team, but only within the subgroups, which means
that miscommunication may lead to misunderstanding and
poor team performance. There is a natural force of ‘exclusion’
which results in communication between groups being
stifled.
This
friendship is a team dynamic because it has an impact
on the team performance.
Other
dynamics can also influence a team’s performance.
For example, if a ‘wall’ of cupboards were
to be placed across the middle of the office this would
also form a 'natural force' that influences the communication
flow and may separate the team into two further sub-groups.
Sometimes,
an ‘absence’ of a natural force can also
be a dynamic. For example, if the team leader or manager
is permanently removed from the office, there will be
a change of behaviour among the team.
How do you recognise team dynamics?
You
can recognise team dynamics by looking for the forces
that influence team behaviour. I often explore all these
forces when I conduct a team re-building intervention:
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Personality styles - including or excluding people;
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Office layout - cupboards dividing teams into two;
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Tools and technology - email, bulletin board, information
pool enabling hidden communication;
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Organisational culture – for example company
credit cards which may act as a status symbols to
separate groups of employees;
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Team processes / methodologies / procedures - problem-solving
methodology etc.
How
can team dynamics be managed constructively?
I
manage team dynamics by examining the team dynamics
(the 'natural forces') and determine whether they are
positive or negative and the influence it has on the
team. I then facilitate a process which causes those
dynamics to be more positive.
TEAM
COHESION
Effective
teams have the ability to be more than just a group
of individuals. In order for a team to develop cohesion
and co-operation:
1.
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Develop
a shared vision and purpose |
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| a. |
Team
cohesion is established when a clear vision
of the group’s objectives and goals
is established. |
| b. |
A
shared vision that has meaning and purpose
creates synergy and it empowers the team. |
| c. |
A
shared vision ensures commitment to each
other; the organisation; processes and
structure of the team; collaboration;
teamwork and accountability. |
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2.
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Establish
team identity and pride |
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| a. |
There
are positive consequences for taking pride
in group membership. |
| b. |
Successful
teams leave legacies to be proud of. |
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3.
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Write
a meaningful, motivational team mission statement |
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| a. |
A
mission statement is an unconditional
agreement among group members that spells
out meaning and purpose for the group’s
existence. |
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4.
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Create
personal satisfaction for being part of the team
and achieving team goals. |
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| a. |
Each
team member’s personal goals and
personal mission must be taken into consideration. |
| b. |
Personal
goals and personal mission must be aligned
to the team’s and the organisation’s
goals and mission. |
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5.
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Develop
complementary roles and synergistic teamwork. |
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| a. |
Work
together with a collective passion to
succeed. |
| b. |
Understanding
and appreciation of each others roles
(role clarity, role acceptance, role importance) |
| c. |
Create
monthly reward system to recognise team
members who excel within their roles (effort
awards) |
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6.
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Establish
a good support structure with management, colleagues
and each other. |
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| a. |
Support
is one of the most important resources
needed for any team to succeed. |
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7.
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Develop
individual and collective responsibility and accountability. |
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| a. |
Responsibility
is about ‘doing.’ People ‘take’
responsibilities on. Anyone taking responsibility
for anything is the one who is going to
take action to ensure that things
get done. |
| b. |
Accountability
on the other hand is about reporting on
outcomes and results. It's also a willingness
to face the music when all is said and
done. |
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8.
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Positive
team culture and cohesive group atmosphere. |
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| a. |
Psycho-social
factors that influence team chemistry. |
| b. |
Strong
internal leadership from within the group,
peer and social support. |
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9.
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Feedback
on progress. |
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| a. |
Open
communication about the commitment and
discipline required to reach team goals. |
| b. |
Monitor,
evaluate, and adjust goals as needed. |
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10.
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Effective
communication to establish credibility, trust,
and mutual respect. |
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| a. |
Effective
communication involves mutual sharing
and mutual understanding. |
| b. |
Teams
respect managers and team leaders who
are open, honest, sincere and direct. |
| c. |
Listen
first and then be heard. |
| d. |
Demonstrate
your compassion. |
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11.
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Non-verbal
communication. |
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The
ability to read and understand another person's
body language can mean the difference between
making a great impression or a very bad one. It
will also help team members to establish how others
really feel about: them; their actions
and their feelings. |
Let
us help you to re-create, motivate or build your team.
DURATION
One day (Team Re-Building)
One or two days (Team Building)
COST
R15 000.00 (irrespective of the
number of participants)
VENUE
- A boardroom of your choice or
- A ‘Big 5’ game reserve,
in a malaria free area – Pilanesberg, National
Park.
To book
a Team Building or a Team Re-Building workshop or outing,
please contact Elsabé Manning on 084 371 9105
or 011 648 8969 or email her at elsabe@successfactory.co.za |
