Beyond Teambuilding: putting real focus on team development
Teambuilding events can sometimes be perceived negatively. Firstly, forced participation in an activity that doesn’t suit everyone can be challenging. Additionally, expensive, one-off events don’t necessarily bring lasting benefits to team development when everyone is back in the office. Taking time away from the office imposes another hidden cost, where the work piles up and waits for the team to return.
Whether you like them or loathe them , teambuilding events can be beneficial and ‘gel’ the team. However, you can achieve further improvements by focusing on team development ‘on the fly’, in the day to day work, actions and behaviours that move teams to high performing.
1. Goal Clarity
Having a clear and shared understanding of the group’s goals and objectives is essential. Additionally, the team or group’s purpose must connect with the overall organisational strategy i.e. the group should know where it fits into the ‘bigger picture’.
Questions to Ask:
- How well are the objectives of your team understood by everyone in the team?
What gaps, if any, exist? - Do the group’s goals clearly align to the bigger organisational objectives?
What this looks like in action:
- Consistent articulation of goals during meetings and discussions.
- Goal focus is visible though documentation or visual aids (e.g., goal charts, project plans).
- Team members confirming their understanding of the goals and connecting with them in 1:1 conversations with the manager.
2. Task Structure
This refers to how tasks and responsibilities get distributed within the group. Simply put: who does what? It also includes defining roles, tasks, and the interdependencies/ interaction among team members.
Questions to Ask:
- Are roles and responsibilities clearly defined and understood by all team members?
- Is there a clear process for task allocation?
- Are collaborative efforts effectively managed?
What this looks like in action:
- Document role descriptions and task assignments for extra clarity. Check for gaps.
- Check that work gets done smoothly i.e. without duplication or drops (missed item).
- Gather feedback from team members about the clarity of their roles and tasks and what would develop the team’s effectiveness further.
3. Group Composition
In any group there is a mix of skills, experiences, and personalities within the group. Therefore, diversity brings more richness and is worthwhile considering many vectors such as diversity in knowledge, background, and perspectives to enhance group performance.
Questions to Ask:
- Does the group have a diverse mix of skills and strengths?
What are the vital skills (technical / soft) that are missing from your team and impact the teams effectiveness? - Does task assignment consider the individual strengths and weaknesses of team members?
- How well do team members’ personalities and working styles complement each other?
What this looks like in action:
- Foster balanced contributions from different members.
- Encourage effective collaboration and synergy among team members.
- Achieve positive outcomes from projects by leveraging the diverse skills of the group.
- When hiring, identify how to develop the team further with diversity.
People work for companies with a compelling future to offer, plus the chance to grow as individuals
4. Group Norms
Norms are the informal rules and expectations within the group. i.e. ‘the way things are done around here’. Norms refer to how group members interact, communicate, and make decisions.
Questions to Ask:
- Are there established norms that guide group behaviour and interactions?
- How do conflicts and disagreements get handled within the group?
- Are there any unwritten rules negatively impacting group dynamics?
What this looks like in action:
- Lowered levels of conflict are observed.
- Ensure good interaction between team members.
- Strive for efficiency, effective work and a good atmosphere.
5. Team Functioning
Team functioning is more about the overall performance and dynamics of the team as a whole. Would you describe the team as dysfunctional? or what aspects are highly functional and where are the gaps?
It includes how well the team works together, collaboration between team members and how the team collaborates or works with other teams, customers etc.
Questions to Ask:
- How well do team members collaborate and support each other?
- Is there a high level of trust and mutual respect among team members?
- Are team members engaged and motivated in their work?
What It Looks Like in Action:
- Team members work well together, willingly share resources and knowledge, and provide support to one another. There is a strong sense of camaraderie and low competition.
- High levels of trust are evident in open communication, willingness to share ideas, and reliance on each other to complete tasks effectively.
- Team members are enthusiastic about their work, take initiative. There is a sense of belonging and commitment to the team, and achieving together.
By focusing on these components, you can create an environment where team-building is not just a once-off event, but a sustained effort that keeps your team engaged, aligned, and ready to tackle any challenge.
