Dear Trainers,
I am preparing a training module for Team Building. Can anyone help me understand what the Team building activity called Magic Step is? Could you please explain what kind of activity it is?
Regards, Sanjukta
From India, Mumbai
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12I am preparing a training module for Team Building. Can anyone help me understand what the Team building activity called Magic Step is? Could you please explain what kind of activity it is?
Regards, Sanjukta
From India, Mumbai
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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
Acknowledge(0)Amend(0)
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
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Dear Sanjukta,
The important thing that you have missed out on is the effectiveness of teamwork. Your concentration is heavily on the means and not on the ends. Because of improved teamwork, the turnaround time (or cycle time) of some processes or operational costs have to be reduced. Which turnaround time would you like to reduce or which cost would you like to reduce? Have you done a study of that?
Improved teamwork also means getting rid of non-productive activities. It means the reduction of idle machine hours or idle human hours. Improved teamwork also means a reduction in the time spent in the 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
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The important thing that you have missed out on is the effectiveness of teamwork. Your concentration is heavily on the means and not on the ends. Because of improved teamwork, the turnaround time (or cycle time) of some processes or operational costs have to be reduced. Which turnaround time would you like to reduce or which cost would you like to reduce? Have you done a study of that?
Improved teamwork also means getting rid of non-productive activities. It means the reduction of idle machine hours or idle human hours. Improved teamwork also means a reduction in the time spent in the 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
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Dear Sanjukta,
Dinesh Divekar has made valid comments. Please visit https://www.google.co.uk/?gfe_rd=cr&...ity+magic+step to find details of some team building activities. If you provide details of the type of participants, the number involved, and the reason for conducting the training, it will help us give you precise suggestions.
From United Kingdom
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Dinesh Divekar has made valid comments. Please visit https://www.google.co.uk/?gfe_rd=cr&...ity+magic+step to find details of some team building activities. If you provide details of the type of participants, the number involved, and the reason for conducting the training, it will help us give you precise suggestions.
From United Kingdom
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Dear Sirs,
Thank you for your valued reply; it has helped me to think with purpose and measurable components.
I have 10 years of corporate experience in Generalist HR but have never conducted any training programs. For the past 3 years, I have been working on recruitment from home. Now, I am looking for a full-time job and training opportunities as well, whichever I can secure first.
Recently, a friend asked me to conduct a training workshop on team building for their startup BPO, which has 50 staff members for customer services. The meeting is scheduled for Monday, the 25th of July. I am currently working on preparing all modules, presentations, and a list of activities in advance to ensure a smooth training session.
I have also created a questionnaire for identifying training needs, but after reading Dinesh Sir's reply, I realize the need to revise it and include more measurable components.
My query is whether the questionnaire should vary for different departments and how much time should be allocated to identify training needs.
I am now slightly confused about how to calculate and measure man-hours per employee and what other aspects we should consider before conducting such a program. Could I request a sample format for better understanding?
Thank you for your assistance.
Regards,
Sanjukta
From India, Mumbai
Acknowledge(0)Amend(0)
Thank you for your valued reply; it has helped me to think with purpose and measurable components.
I have 10 years of corporate experience in Generalist HR but have never conducted any training programs. For the past 3 years, I have been working on recruitment from home. Now, I am looking for a full-time job and training opportunities as well, whichever I can secure first.
Recently, a friend asked me to conduct a training workshop on team building for their startup BPO, which has 50 staff members for customer services. The meeting is scheduled for Monday, the 25th of July. I am currently working on preparing all modules, presentations, and a list of activities in advance to ensure a smooth training session.
I have also created a questionnaire for identifying training needs, but after reading Dinesh Sir's reply, I realize the need to revise it and include more measurable components.
My query is whether the questionnaire should vary for different departments and how much time should be allocated to identify training needs.
I am now slightly confused about how to calculate and measure man-hours per employee and what other aspects we should consider before conducting such a program. Could I request a sample format for better understanding?
Thank you for your assistance.
Regards,
Sanjukta
From India, Mumbai
Acknowledge(0)Amend(0)
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 the field. However, this self-certification does not make one mature.
After working for 10 long years as an HR Generalist, why did the thought of measuring training effectiveness not occur to you? It is beyond my comprehension. Do you mean to say that you did not measure human productivity in your decade-long career as an HR generalist? How is that possible?
When starting any training program, whether for team building or otherwise, one should begin with measuring its effectiveness after a definite time span, like three months or six months. Neither did you do this nor did your client ask you to do so. This is the bane of the HR profession. Few HR professionals understand that their bosses are interested in measuring the ROI of everything, including training. CEOs consider HR's inability to measure ROI as their inability to add value, and in turn, they are valued less compared to their peers.
Anyway, take this training assignment as a wake-up call and, from now on, be measurement-oriented! It appears that you have yet to understand the fundamentals of the training function. I have been providing responses on the subject of employee training for years. You can refer to one of my replies at the following link: https://www.citehr.com/523786-traini...oft-skill.html
In this link, there are further links. Please go through all the links patiently to understand the essence of the training function.
Thanks,
Dinesh Divekar
From India, Bangalore
Acknowledge(0)Amend(0)
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 the field. However, this self-certification does not make one mature.
After working for 10 long years as an HR Generalist, why did the thought of measuring training effectiveness not occur to you? It is beyond my comprehension. Do you mean to say that you did not measure human productivity in your decade-long career as an HR generalist? How is that possible?
When starting any training program, whether for team building or otherwise, one should begin with measuring its effectiveness after a definite time span, like three months or six months. Neither did you do this nor did your client ask you to do so. This is the bane of the HR profession. Few HR professionals understand that their bosses are interested in measuring the ROI of everything, including training. CEOs consider HR's inability to measure ROI as their inability to add value, and in turn, they are valued less compared to their peers.
Anyway, take this training assignment as a wake-up call and, from now on, be measurement-oriented! It appears that you have yet to understand the fundamentals of the training function. I have been providing responses on the subject of employee training for years. You can refer to one of my replies at the following link: https://www.citehr.com/523786-traini...oft-skill.html
In this link, there are further links. Please go through all the links patiently to understand the essence of the training function.
Thanks,
Dinesh Divekar
From India, Bangalore
Acknowledge(0)Amend(0)
Dear Dinesh Sir,
I appreciate your response. I acknowledge that I am lacking in measuring human productivity, and I am committed to developing my skills in this area. I will also review the link you provided.
Thank you once again for your guidance.
Regards,
Sanjukta
From India, Mumbai
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I appreciate your response. I acknowledge that I am lacking in measuring human productivity, and I am committed to developing my skills in this area. I will also review the link you provided.
Thank you once again for your guidance.
Regards,
Sanjukta
From India, Mumbai
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