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Step 1: Learn to ask excellent questions and actively listen to the answers. The one size fits all” team building approach is outdated and produces inconsistent results at best. Every client has a unique story to tell, so take the time to identify the client's learning outcomes and program needs.
Step 2: Help your client explore what they mean by Team Building. Ask your client to define their intended outcome. What does a successful team building program look like? What behaviors are different? What do you want to see more of?
In general, our Team Building requests fall into three categories: Relationship Development & Networking, Performance Improvement, and Organizational Culture Change . There is a different set of solutions for each Team Building need.
Step 3: Check for Buy-In and Sponsorship. Even the best Team Building program in the world is doomed to mediocrity if there is no internal support. Take the time to make sure you have sponsorship (preferably from the very top of the organization).
Step 4: Develop your program framework . Identify the macro - structure (the entire engagement) and micro - structure (individual deliveries and the sequence of activities within each delivery). In general, we follow an Appreciative Inquiry macro- framework (Discovery, Dream, Design, Destiny) in our engagements. We use models like the Continuous Learning Cycle and the Relationship Continuum at the micro- level. Detailed descriptions of our team building tools and models are available on our website www.executiveedgeinc.com
Step 5: Develop learning materials to support the engagement . Once we have a structure in place, we design a participant learning journal and facilitator guide for our programs. This assures that all participants have a similar experience (something that is very important to our clients). Over the years, we have found that these learning journals are key to creating added value for our clients, and are therefore a central component of what we offer.
Step 6: Hire the right people & put the logistics in place . Make sure that program directors, facilitators, & logisticians have the skills to deftly run the program. Pre-program training is a must! Provide detailed internal planning documents to make sure everyone is on the same page.
Step 7: Learn from your successes and missed opportunities. Remember to check back with your client to make sure they are satisfied with the engagement. Conduct both an internal and external (with the client) debrief of each program, and document any necessary changes for next time.