Dear Trainers,
I am preparing a training module for Team Building.
Can anyone help me to understand what is the Team building activity called - Magic Step?
What kind of activity it is, request to please explain it.
Regards,
Sanjukta
From India, Mumbai
9I am preparing a training module for Team Building.
Can anyone help me to understand what is the Team building activity called - Magic Step?
What kind of activity it is, request to please explain it.
Regards,
Sanjukta
From India, Mumbai
Dear Trainers,
I have prepared a training module for team building.
I am sharing the topics, please guide me if this enough.
PPT Topic:
Team Definition
Four Stages of Team building - Tuckman's method
Characteristics of successful Team
Traits of successful team member
Handling Team Dynamic – Johari Window
Emotional Intelligence and Team.
Stress Management – Causes, Impact and Performance
9 activities and its Key Focus Areas:-
Communication
Conflict Resolution
Goal Setting
Motivation
Understanding Team Development and its strength
Problem Solving
Interdependence and co-ordination
Leadership / Ownership
Building Trust
Please guide me, if I am missing anything important in this.
Regards,
Sanjukta
From India, Mumbai
I have prepared a training module for team building.
I am sharing the topics, please guide me if this enough.
PPT Topic:
Team Definition
Four Stages of Team building - Tuckman's method
Characteristics of successful Team
Traits of successful team member
Handling Team Dynamic – Johari Window
Emotional Intelligence and Team.
Stress Management – Causes, Impact and Performance
9 activities and its Key Focus Areas:-
Communication
Conflict Resolution
Goal Setting
Motivation
Understanding Team Development and its strength
Problem Solving
Interdependence and co-ordination
Leadership / Ownership
Building Trust
Please guide me, if I am missing anything important in this.
Regards,
Sanjukta
From India, Mumbai
Dear Sanjukta,
The important thing that you have missed out is on the effectiveness of the teamwork. Your concentration is heavily on the means and not on the ends. Because of improved teamwork, turnaround time (or cycle time) of some process or operational cost has to be reduced. Which turnaround time you would like to reduce or which cost you would like to reduce? Have you done study of that?
Improved teamwork also means getting rid of non-productive activities. Improved teamwork also means reduction of idle machine hours or idle human hours. Improved teamwork also means reduction in time spent in office that is over and above the regular working hours. Will all these things happen because of the training?
Thanks,
Dinesh Divekar
From India, Bangalore
The important thing that you have missed out is on the effectiveness of the teamwork. Your concentration is heavily on the means and not on the ends. Because of improved teamwork, turnaround time (or cycle time) of some process or operational cost has to be reduced. Which turnaround time you would like to reduce or which cost you would like to reduce? Have you done study of that?
Improved teamwork also means getting rid of non-productive activities. Improved teamwork also means reduction of idle machine hours or idle human hours. Improved teamwork also means reduction in time spent in office that is over and above the regular working hours. Will all these things happen because of the training?
Thanks,
Dinesh Divekar
From India, Bangalore
Dear Sanjukta,
Dinesh Divekar has made valid comments. Please go to https://www.google.co.uk/?gfe_rd=cr&...ity+magic+step and you will find details of some team building activities.
If you give details of the type of participants and the number involved and why you are conducting the training will help us to give you precise suggestions.
From United Kingdom
Dinesh Divekar has made valid comments. Please go to https://www.google.co.uk/?gfe_rd=cr&...ity+magic+step and you will find details of some team building activities.
If you give details of the type of participants and the number involved and why you are conducting the training will help us to give you precise suggestions.
From United Kingdom
Dear Sirs,
Thankyou for giving your valued reply, it has helped me to think with purpose and measurable components.
Actually I have 10 years of corporate experience in Generalist HR but have never conducted any training programs. For past 3 years I am working on recruitment from home, now I am looking for fulltime job and training opportunities as well, whichever I get before.
Recently, one of my friend have asked me to conduct a training workshop on team building. The company is a startup bpo with 50 staffs for customer services and the meeting is on Monday i.e 25th July. So, I am trying to keep all modules, presentations and list of activities before hand, which will help me to conduct training.
I have also prepared a questionnaire for identifying training needs but after reading Dinesh Sir's reply, I think I need to change it and add some measurable components.
My query:- Questionnaire will differ for all departments and how much time do we need to spend on identifying training needs.
I am now little bit confused on how would we calculate and measure man-hours per employee or what are the other aspects that also we should think before conducting such program. Can I request for some sample format for my better understanding.
Thanking you,
Regards,
Sanjukta
From India, Mumbai
Thankyou for giving your valued reply, it has helped me to think with purpose and measurable components.
Actually I have 10 years of corporate experience in Generalist HR but have never conducted any training programs. For past 3 years I am working on recruitment from home, now I am looking for fulltime job and training opportunities as well, whichever I get before.
Recently, one of my friend have asked me to conduct a training workshop on team building. The company is a startup bpo with 50 staffs for customer services and the meeting is on Monday i.e 25th July. So, I am trying to keep all modules, presentations and list of activities before hand, which will help me to conduct training.
I have also prepared a questionnaire for identifying training needs but after reading Dinesh Sir's reply, I think I need to change it and add some measurable components.
My query:- Questionnaire will differ for all departments and how much time do we need to spend on identifying training needs.
I am now little bit confused on how would we calculate and measure man-hours per employee or what are the other aspects that also we should think before conducting such program. Can I request for some sample format for my better understanding.
Thanking you,
Regards,
Sanjukta
From India, Mumbai
Dear Sanjukta,
The problem with the training profession is that there are no entry point barriers. Therefore, self-certification is sufficient to become a trainer and anyone can enter in the field. However, this self-certification does not make one mature.
After working for 10 long years as HR Generalist also, why a thought of measurement of training effectiveness did not occur to you is beyond my comprehension. Do you mean to say that you did not measure human productivity in your decade long career as HR generalist? How is it possible?
While starting any training programme, whether for team building or otherwise, one should start with measurement of its effectiveness after definite time span like three months, six months etc. Neither you did this nor your client told you to do so. This is the bane of HR profession is. Little do HR professionals understand that their bosses are interested in measurement of ROI of everything that includes training as well. CEOs consider HR's inability to measure ROI as their inability to add value and in turn they are valued less compared with their peers.
Anyway, take this training assignment is wake up call and at least now on be measurement oriented! It appears that you are yet to understand the fundamentals of the training function. I have been giving replies on the subject of employee training for the years together. You may go through the following link to refer my one such reply. The link is as below:
https://www.citehr.com/523786-traini...oft-skill.html
In this link, there are further links. Go through all the links patiently in order to understand the quintessence of the training function.
Thanks,
Dinesh Divekar
From India, Bangalore
The problem with the training profession is that there are no entry point barriers. Therefore, self-certification is sufficient to become a trainer and anyone can enter in the field. However, this self-certification does not make one mature.
After working for 10 long years as HR Generalist also, why a thought of measurement of training effectiveness did not occur to you is beyond my comprehension. Do you mean to say that you did not measure human productivity in your decade long career as HR generalist? How is it possible?
While starting any training programme, whether for team building or otherwise, one should start with measurement of its effectiveness after definite time span like three months, six months etc. Neither you did this nor your client told you to do so. This is the bane of HR profession is. Little do HR professionals understand that their bosses are interested in measurement of ROI of everything that includes training as well. CEOs consider HR's inability to measure ROI as their inability to add value and in turn they are valued less compared with their peers.
Anyway, take this training assignment is wake up call and at least now on be measurement oriented! It appears that you are yet to understand the fundamentals of the training function. I have been giving replies on the subject of employee training for the years together. You may go through the following link to refer my one such reply. The link is as below:
https://www.citehr.com/523786-traini...oft-skill.html
In this link, there are further links. Go through all the links patiently in order to understand the quintessence of the training function.
Thanks,
Dinesh Divekar
From India, Bangalore
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