Team building activities are a major tool in learning how to manage a group. But, they are more than just a tool. I wonder how many of us stop and realize that we spend more time with the people at work than we do with our husbands, wives, children, friends, and other family. For the most part we know very little about our co-workers. Yet, we have to negotiate, take direction from, partner with, and get along with them every day. Wow. This article helps you on how to pick Team Building Baltimore activities.
Group Building is not about shaping relationships between peers. When there is a small cadre of senior manager's, personality types are evident to all. The politics in these environments can be exacerbated to a level that makes "passive aggression" becomes an art form and Group Meetings are not a cure. But not all is for naught. Even personal animus within a group may be addressed as long as it is not addressed in a manner that is in the category of "manipulation". Executive Group enhancement is not training; rather it is communicating.
Once you get to know each member and recognize their strengths and weaknesses you can define roles and responsibilities of each member. Perhaps one member is not that good at his or her job, but has a talent for keeping the group on track. This person will be a valuable member by keeping the group moving and save you money by preventing bad decisions or letting it stagnate.
Certain questions have to be answered. Why are we doing team building activities? What will be different once they are done? Will we be able to give ideas during the process? Are things going to improve or are things going to continue to be the way they are? And, how are we going keep things so that they are better than before?
Your group is like a puzzle with lots of different pieces. You need to recognize how they all fit together and what role each one plays in the team. You can then tap into their talents and abilities and define their role in the group so that it works together smoothly.
In a small organization with a dynamic senior management cadre, it is the CEO who must keep check on executives who could bring more liabilities than credits to the desired performance of the company. As a company changes due to: the economy, competition, maturity of the market, changes in management, or simply because of new corporate structure, the CEO who must look at his charges and make sure they are all pulling in the right direction.
Everyone likes to be rewarded, and everyone appreciates respect. Recognize a member who is going above and beyond, and treat each member with respect. This will show your group you value them and they will put forth a greater effort toward their goal. Take the time to celebrate successes. Even small goals met deserve some type of celebration even it is as small has having box lunches catered one day. Positive feedback and recognition will help to motivate and keep your group motivated and working well together.
There are two major benefits accrue from choosing the right activities that promote teamwork. The first one is: higher job performance... But the biggest one is: not having to manage performance issues month after month.
Group Building is not about shaping relationships between peers. When there is a small cadre of senior manager's, personality types are evident to all. The politics in these environments can be exacerbated to a level that makes "passive aggression" becomes an art form and Group Meetings are not a cure. But not all is for naught. Even personal animus within a group may be addressed as long as it is not addressed in a manner that is in the category of "manipulation". Executive Group enhancement is not training; rather it is communicating.
Once you get to know each member and recognize their strengths and weaknesses you can define roles and responsibilities of each member. Perhaps one member is not that good at his or her job, but has a talent for keeping the group on track. This person will be a valuable member by keeping the group moving and save you money by preventing bad decisions or letting it stagnate.
Certain questions have to be answered. Why are we doing team building activities? What will be different once they are done? Will we be able to give ideas during the process? Are things going to improve or are things going to continue to be the way they are? And, how are we going keep things so that they are better than before?
Your group is like a puzzle with lots of different pieces. You need to recognize how they all fit together and what role each one plays in the team. You can then tap into their talents and abilities and define their role in the group so that it works together smoothly.
In a small organization with a dynamic senior management cadre, it is the CEO who must keep check on executives who could bring more liabilities than credits to the desired performance of the company. As a company changes due to: the economy, competition, maturity of the market, changes in management, or simply because of new corporate structure, the CEO who must look at his charges and make sure they are all pulling in the right direction.
Everyone likes to be rewarded, and everyone appreciates respect. Recognize a member who is going above and beyond, and treat each member with respect. This will show your group you value them and they will put forth a greater effort toward their goal. Take the time to celebrate successes. Even small goals met deserve some type of celebration even it is as small has having box lunches catered one day. Positive feedback and recognition will help to motivate and keep your group motivated and working well together.
There are two major benefits accrue from choosing the right activities that promote teamwork. The first one is: higher job performance... But the biggest one is: not having to manage performance issues month after month.
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