Manhattan Beer Distributors

Andrea Pellettiere

At the core, team building is all about getting people to work more effectively together. The concept is simple, but not necessarily easy. In any given team, there are varying personalities, levels of professional experience, and opinions about goals, daily tasks, and company direction. The larger the team, the more potential for divergence. For the leader, the question becomes, “How do I create a cohesive unit, while acknowledging and respecting differing approaches and perspectives?” Before going to our stock answer of team building, consider the following:

• The focus of your team building strategy.

• Your own accountability as a leader

• Training opportunities.

The Focus

Team building can focus on recognition, open communication, learning new skills, creating trust, building engagement, fostering collaboration or a mix of all of these elements. In constructing a team building strategy, first contemplate what should be accomplished. Are you trying to build general connections or are there real work silos that need to be broken down? For example, you may have team members with completely different functions that rarely intersect. However, you still want a general sense of camaraderie and mutual care within the group, which can certainly be a team building goal. On the other side, you could have individuals that should be working closely together, but seem to be at odds. In yet another scenario, the team could be quite successful. In this case, the focus could be fostering that positive dynamic and making sure that everyone’s hard work is recognized. Whatever the case, match your team building strategy to the situation.

“You can’t expect your employees to do the work of becoming a better team, if you are not willing to get into the trenches with them”

Accountability

As a leader, your actions speak louder than words. If you want a cohesive team that produces results, your first step is introspection. You need to ask yourself, “Am I modeling the behavior that I want to see in my team?” As an example, let’s say that open dialogue is your team building goal. However, every time an employee expresses an opinion, you are unwilling to listen or consider their viewpoint. You can’t expect your employees to do the work of becoming a better team, if you are not willing to get into the trenches with them. There may not be an “I” in team, but there certainly is a “U”, as in “You”, the leader and your accountability to walk the talk.

Training Opportunities

No one says that team building can’t be fun or have a social component. Getting away from the daily grind can help individuals connect on a more personal level. However, no amount of dinners or outings will fix significant skill gaps and dysfunctional team dynamics. For instance, there might be confusion around processes, procedures, and systems, which could warrant more technical training. Or, processes, procedures, and systems could be sound, but other issues are surfacing. As a leader, you may need to address problem solving, conflict handling, project management, communication, and other crucial aspects of being an effective team. While your team could be highly competent on an individual basis, they may need some assistance in making those skill sets complementary. The act of working through these issues collectively can be a team building exercise in itself.

In conclusion, all teams need encouragement and support, as well as opportunities to create new bonds and strengthen existing ones.  Whether the team is brand new or tenured, creating a work environment where individuals feel empowered and invested is always the end game goal. Arriving at this ideal state is a constant work in progress and requires continuous cultivation.  For both leader and team, indicators of success will differ in each situation. For this reason, crafting a team building strategy that addresses the team’s specific issues is imperative. If you aim for the target, you’ll be able to hit the bull’s eye much more effectively.