As discussed earlier this month, we believe that there is no one-size-fits-all solution to team-building. Instead, we use a standard system to ensure that we are thorough and systematic. The following are the usual steps in our team-building process:

• Involve key stakeholders and people with knowledge of the team (e.g., supervisors, organization leaders, decision-makers, etc.) to understand:
  • The goals of the team
  • The relationship of the team with the broader organizational context and culture
  • Other characteristics of the team that make it unique (e.g., degree of interdependence, performance, history, politics, relationships, etc.)
  • The reason team-building is being requested now and the intended outcomes of the intervention

• If applicable, administer work style and team-oriented assessments to gain information about the individuals in the team and the team’s overall make-up

• Provide the team members with individual assessment summaries that integrate the results from the various assessments, provide a graphical summary of the team’s collective assessment results summary (the degree of anonymity TBD in collaboration with key stakeholders), and a narrative report outlining the team’s strengths, developmental opportunities, and notable similarities/differences.

• Conduct a feedback workshop. This is usually a full-day offsite that is both a “fun break” from the day-to-day routine and a highly productive work session intended to:
  • Review the background of the team itself, theories of team development, and the reason for the team-building intervention
  • Reinforce the positive aspects of the team
  • Encourage and nurture team cohesion and cooperation
  • Help team members understand their own individual strengths and opportunities for development, how their styles fits with the rest of the team, and what they bring uniquely to the table
  • Develop an understanding of the team’s collective strengths and opportunities for development (both self- and other-awareness) for the tean members and other key stakeholders
  • Identify potential challenges for the team and/or its members based on indiivdual differences, skill gaps, or high degrees of similarity
  • Create (and to the greatest extent possible, actually “do” or implement) an action plan to apply the knowledge gained during the day to give the team forward momentum in their development
  • Of course, have some fun!

• Follow up with team members and/or key stakeholders to determine the team’s progress and identify additional needs

• Provide additional services and follow-up as needed

Please contact us if you’re interested in learning more!