Chances are, if you are looking at this page – you have an interest in team building or are looking for a team building organiser in Singapore; you want to build a strong corporate team capable of handling real-time challenges, and at the same time a supportive community where employees feel a sense of belonging and pride within.
Team building, by formal definition, is the process of engaging a group of participants in such a way that it enhances social relations, stimulates teamwork and define roles of the respective members in the team. Our motto at PulseActiv is – “Fun is a given, but objectives are not.” Having fun is easy, but to ensure that the objectives are met takes thoughtful, deliberate planning and precise execution.
First, let’s take a quick look at the 5 fundamental objectives of team building. We recommend… you start with the objective most prevalent for your organisation and work from there – PS, you know best.
Communication is the key to successful teamwork. In many instances, it is the ice-breaker that gets the ball rolling.
Communication refers to the ability and allowance for each member of the team, to contribute his/her constructive thoughts, ideas and recommendations to the team.
Note that this doesn’t mean everyone has got to be talking all the time. We’ve seen teams that work in such a manner, as by virtue the individuals making the team are extremely outspoken. For most, great communication simply means everyone in the team feels comfortable enough to share constructive thoughts freely.
When this condition is not met, team members do not have the confidence to share constructive information freely. The moment something goes wrong (and things go “wrong” most of the time), a vicious cycle of communication breakdown ensues. A small problem can snowball into a much bigger problem, unnecessarily.
Decision-making covers much more than what people normally imagine it would. Traditionally, decision-making is associated closely with individualism, where a leader (boss) makes a decision, and the herd follows. Do or Die, don’t ask why.
Today, it is no longer so. A top-down approach simply is not as effective anymore. Some call it the Gen Y, some term it the millennial generation. Either ways, younger employees nowadays no longer just want to follow instructions A-Z; they want to be part of the decision-making, they want to get involved and feel empowered.
In a highly functional team, team members have a say in the decisions made, and goals set. The objective is internalised and bought in by the team, and each member gives their best to contribute to the solution.
We are not suggesting an idealistic 100% buy-in every time. That’d be unrealistic to expect. But, take it from us that most teams fail to even see the tremendous value and importance of collective decision-making, and that is the main problem – lack of awareness.
Conflicts are going to happen, period. They are coming your way, whether you like it or not. You want to know what’s worst than a conflict? It is pretending/avoiding/over-writing a conflict. Most think conflicts are bad; what they’re really missing out is, “It doesn’t matter what happen to you. The only thing that matter, really is, what are YOU going to do about it?”
As a matter of fact, the most successful teams are often the ones with the most conflicts. Remember communication? Remember collective decision-making? All these don’t happen without conflict. People are going to disagree with each other, but what truly sizzles and stands out about a successful team is the way they deal with the conflicts.
A successful team knows that conflict is part of the process of ironing out details and forming great team synergy. They know avoiding a conflict only leads to snowballing and procrastination. They confront the conflict bravely and resolve it before moving on.
This is an era where there is more problems and solutions than ever.
In a team, we want as many problem solvers as possible. We want to inspire each and every member to become a problem solver in their own right. When problem solvers come together to form a team, the amount of positive team synergy goes through the roof.
When a team of problem solvers walk into the room, instantly you can feel the aura, as compared to a group of complainers, whiners, whatever you want to call it!
“Oh, that’s his fault, not mine. Why blame me?”
“What? This is happening again? We’re going to go down…”
These are the kind of thoughts the latter would probably have; exactly what we don’t want in a highly functional team. We want a team that embraces change, innovation and trouble-shooting.
Last but not least, for the one that sounds the least “sexy”. Yes, it doesn’t capture attention as quickly as “Open Communication” does, for example; but proper role alignment is probably one of the most important yet overlooked aspect of team building.
How many times have your team been caught in a situation where they complain about having to do “other people’s job”? If you are of a higher management, does this happen in your company? If your answer is no, allow us to presumptively ask – does it not happen, or are you not aware?
Role alignment refers to each member in the team being clear of what they are supposed to do, and how what they are doing contributes to the greater picture of things.
Role alignment is a step further than job responsibilities. When each member is truly aligned, they are aware of how they fit into the picture (not just what they do).
These 5 objectives and values have worked for many of our clients, but many have also wanted us to focus on other elements of team building for their organisation instead… and we always welcome active involvement from our clients! If you have in mind more specific team building goals you’re looking to achieve, let us hear what you have to say!
Ball’s in your court!