Hello All, We all know the importance of team building & also agree that it is something which is not easy to achieve. So i need help from all of you if you have some games, stories etc which will help me in achieving my goal as HR to build a good team in my organisation. Please reply & don't just increase the thread unnecessary by typing thanks. In advance on behave of everyone I just once will say thanks to all.
From India, Mumbai
1From India, Mumbai
Dear Sarita,
I am not against teamwork. However, I am little sceptical about the means achieved to attain the teamwork. Secondly, I am yet to come across with the evidence that shows that games or simulations increased teamwork and further helped the business to grow. I am yet to come across with single training manager or training agency from India that has provided evidence of ROI on training on teamwork.
Posts on teamwork are not new to this forum. These continue to appear recurrently. Before embarking on the method of games, I request you go through the following threads. These are discussion on similar topic:
https://www.citehr.com/203034-advant...programme.html
https://www.citehr.com/482045-team-e...-building.html
https://www.citehr.com/313635-whethe...lly-works.html
In the last thread, you will find hyperlink of two more threads. Please go through these and then take a call on whether to take this route of building teamwork at all.
Thanks,
Dinesh V Divekar
From India, Bangalore
I am not against teamwork. However, I am little sceptical about the means achieved to attain the teamwork. Secondly, I am yet to come across with the evidence that shows that games or simulations increased teamwork and further helped the business to grow. I am yet to come across with single training manager or training agency from India that has provided evidence of ROI on training on teamwork.
Posts on teamwork are not new to this forum. These continue to appear recurrently. Before embarking on the method of games, I request you go through the following threads. These are discussion on similar topic:
https://www.citehr.com/203034-advant...programme.html
https://www.citehr.com/482045-team-e...-building.html
https://www.citehr.com/313635-whethe...lly-works.html
In the last thread, you will find hyperlink of two more threads. Please go through these and then take a call on whether to take this route of building teamwork at all.
Thanks,
Dinesh V Divekar
From India, Bangalore
Hello Sir,
I have gone through the threads provided by you & noticed that everyone have their own point of view. You have mentioned about organisation culture & structure which in-builds team spirit, but you have not mentioned in detail about these. It will be great help if you tell in details about what kind of culture you are talking about.
Secondly in our organisation we want people to come & say if management or their seniors are wrong, we always set with employees before setting any targets & want them to contribute not only in achieving them but also to decide the deadline. But still i feel that employees are not that much open up even with each other.
For me the motto of these games is to increase confidence among employees to say what is right is wrong to their peers even to seniors, secondly if they bond with each other than it will be easy to accept their own mistakes & feel free to give suggestions to others.
Regards,
Sarita
From India, Mumbai
I have gone through the threads provided by you & noticed that everyone have their own point of view. You have mentioned about organisation culture & structure which in-builds team spirit, but you have not mentioned in detail about these. It will be great help if you tell in details about what kind of culture you are talking about.
Secondly in our organisation we want people to come & say if management or their seniors are wrong, we always set with employees before setting any targets & want them to contribute not only in achieving them but also to decide the deadline. But still i feel that employees are not that much open up even with each other.
For me the motto of these games is to increase confidence among employees to say what is right is wrong to their peers even to seniors, secondly if they bond with each other than it will be easy to accept their own mistakes & feel free to give suggestions to others.
Regards,
Sarita
From India, Mumbai
Dear Sarita,
I have come across with your point as mentioned here above and found that team building is nothing but to make spirit to the organisation towards achievement of organisational goal.
Bot in our country, this methodology is seen in practice at shop floor and limited to the extent of idea only for saying.
However, in my opinion if team work or team building is adopted at route level, it will convert in multiple positive result.
Thanks with regards.
R. N.Pandey
From India, Vadodara
I have come across with your point as mentioned here above and found that team building is nothing but to make spirit to the organisation towards achievement of organisational goal.
Bot in our country, this methodology is seen in practice at shop floor and limited to the extent of idea only for saying.
However, in my opinion if team work or team building is adopted at route level, it will convert in multiple positive result.
Thanks with regards.
R. N.Pandey
From India, Vadodara
Dear Sarita,
Thanks for patiently reading the past threads and then coming up with requirements. What I have written in the past threads is that mere team building games have never changed the organisation's culture. I am yet to come across with the evidence of this kind. No trainer, no training company, no Training manager, no HR manager etc has come up with the case study on ROI on the training on team building.
You have written that "Secondly in our organisation we want people to come & say if management or their seniors are wrong, we always set with employees before setting any targets & want them to contribute not only in achieving them but also to decide the deadline. But still i feel that employees are not that much open up even with each other."
Comments: - If you want employees to come forward and say if the management is wrong then it is the top management that should be trained on openness. This training should not be not on games but you need to train them on "5 Dysfunctions of Team"
"5 Dysfunctions of a Team" is a famous book written by Patrick Leoncioni. Eradication of these functions is not that easy. Trouble with the team building games is that these games cure just the symptoms but not the disease. Team dysfunctions are equivalent to the disease of the organisation. These dysfunctions are:
a) Absence of Trust
b) Fear of Conflict
c) Lack of Commitment
d) Avoidance of Accountability
e) Inattention to Results
If you want to bring real change then each member of top management must read the above 2-3 times. Thereafter, they should brainstorm on how to eradicate the dysfunctions. However, it is much easier to say than do. Gone are the days when management professionals were reading books on the management subjects.
The alternative route to remove the dysfunctions is to train the top management personnel on "5 Dysfunctions of Team". I conduct this training. In this training, before conducting the training, I conduct the survey of each department by sending the questionnaire. After compiling the department-wise results, we come to know, which department is facing what dysfunction. Now it becomes the responsibility of the HOD to remove the dysfunction. Since the survey is taken of the department, it is democratic process and there is less room for bias.
The survey output comes handy to show each HOD what they think of their team and what team thinks about them. This gap in perception is a major force that pulls the organisation's culture backward.
Whether the learning is implemented or not can be measured by taking survey after six months. After six months also if the dysfunctions exist, then it can be deduced HOD has not done anything to remove those dysfunctions.To avoid such imbroglio, it is important to tell HODs that repeat survey will be conducted after six month. At the end of the training, we can obtain action plan to remove the dysfunctions.
The last paragraph of your post reads "For me the motto of these games is to increase confidence among employees to say what is right is wrong to their peers even to seniors, secondly if they bond with each other than it will be easy to accept their own mistakes & feel free to give suggestions to others.
Comments: - It appears that openness is a major challenge in your company. There appears to be mental walls or valleys. Top management should take initiative to break these walls. Possibly by encouraging a culture of feedback the walls could be removed but that does not mean that the team dysfunctions will also go away. You need to make systematic efforts to remove them.
Thanks,
Dinesh V Divekar
From India, Bangalore
Thanks for patiently reading the past threads and then coming up with requirements. What I have written in the past threads is that mere team building games have never changed the organisation's culture. I am yet to come across with the evidence of this kind. No trainer, no training company, no Training manager, no HR manager etc has come up with the case study on ROI on the training on team building.
You have written that "Secondly in our organisation we want people to come & say if management or their seniors are wrong, we always set with employees before setting any targets & want them to contribute not only in achieving them but also to decide the deadline. But still i feel that employees are not that much open up even with each other."
Comments: - If you want employees to come forward and say if the management is wrong then it is the top management that should be trained on openness. This training should not be not on games but you need to train them on "5 Dysfunctions of Team"
"5 Dysfunctions of a Team" is a famous book written by Patrick Leoncioni. Eradication of these functions is not that easy. Trouble with the team building games is that these games cure just the symptoms but not the disease. Team dysfunctions are equivalent to the disease of the organisation. These dysfunctions are:
a) Absence of Trust
b) Fear of Conflict
c) Lack of Commitment
d) Avoidance of Accountability
e) Inattention to Results
If you want to bring real change then each member of top management must read the above 2-3 times. Thereafter, they should brainstorm on how to eradicate the dysfunctions. However, it is much easier to say than do. Gone are the days when management professionals were reading books on the management subjects.
The alternative route to remove the dysfunctions is to train the top management personnel on "5 Dysfunctions of Team". I conduct this training. In this training, before conducting the training, I conduct the survey of each department by sending the questionnaire. After compiling the department-wise results, we come to know, which department is facing what dysfunction. Now it becomes the responsibility of the HOD to remove the dysfunction. Since the survey is taken of the department, it is democratic process and there is less room for bias.
The survey output comes handy to show each HOD what they think of their team and what team thinks about them. This gap in perception is a major force that pulls the organisation's culture backward.
Whether the learning is implemented or not can be measured by taking survey after six months. After six months also if the dysfunctions exist, then it can be deduced HOD has not done anything to remove those dysfunctions.To avoid such imbroglio, it is important to tell HODs that repeat survey will be conducted after six month. At the end of the training, we can obtain action plan to remove the dysfunctions.
The last paragraph of your post reads "For me the motto of these games is to increase confidence among employees to say what is right is wrong to their peers even to seniors, secondly if they bond with each other than it will be easy to accept their own mistakes & feel free to give suggestions to others.
Comments: - It appears that openness is a major challenge in your company. There appears to be mental walls or valleys. Top management should take initiative to break these walls. Possibly by encouraging a culture of feedback the walls could be removed but that does not mean that the team dysfunctions will also go away. You need to make systematic efforts to remove them.
Thanks,
Dinesh V Divekar
From India, Bangalore
Hello Dinesh Sir,
I have read this book last month only infact my director had gave me that & we both set together & was trying to solve these dysfunctions but as you know its seems easy when we read but in actual its difficult specially how to start. That's why i thought of asking you all seniors about this as i am the only HR in my company no senior to guide me.
Sir you was talking about survey can you just give me some hints on it & what kind of information you collect from questionnaire.
Regards,
Sarita
From India, Mumbai
I have read this book last month only infact my director had gave me that & we both set together & was trying to solve these dysfunctions but as you know its seems easy when we read but in actual its difficult specially how to start. That's why i thought of asking you all seniors about this as i am the only HR in my company no senior to guide me.
Sir you was talking about survey can you just give me some hints on it & what kind of information you collect from questionnaire.
Regards,
Sarita
From India, Mumbai
Dear Sarita,
Good to note that you have read Patrick Lencioni's Book on 5 Dysfunctions of Team. You also have understood how difficult it is remove the dysfunctions.
Against this backdrop let me propose my consulting-cum-training services. As a part of consulting, I will conduct the training to the respective levels of management and further guide you on the eradication of the dysfunctions. Of the five, the last dysfunction is "Inattention to Results". To remove this dysfunction, you need to institute comprehensive Performance Management System (PMS) in your company. Possibly you may have PMS, but it may not be applying "Performance Meter" to the employees. To know more about my services, you may click the following link:
#post2152684
Thanks and look forward to here from you soon.
Dinesh Divekar
From India, Bangalore
Good to note that you have read Patrick Lencioni's Book on 5 Dysfunctions of Team. You also have understood how difficult it is remove the dysfunctions.
Against this backdrop let me propose my consulting-cum-training services. As a part of consulting, I will conduct the training to the respective levels of management and further guide you on the eradication of the dysfunctions. Of the five, the last dysfunction is "Inattention to Results". To remove this dysfunction, you need to institute comprehensive Performance Management System (PMS) in your company. Possibly you may have PMS, but it may not be applying "Performance Meter" to the employees. To know more about my services, you may click the following link:
#post2152684
Thanks and look forward to here from you soon.
Dinesh Divekar
From India, Bangalore
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Team Building - Games.ppt
Team Building Games.doc