Teambuilding - To Whom And When?

2024 Author: Harry Day | [email protected]. Last modified: 2023-12-17 15:43

We will begin our consideration of the issues by understanding how a group of people in an organization differs from a team.

Let's designate the term: Synergy (Greek.

a) cooperation, assistance, assistance, complicity, complicity;

b) together, c) business, labor, work, (impact) action) - the summing effect of the interaction of two or more factors, characterized by the fact that their action significantly exceeds the effect of each individual component in the form of their simple sum.

From this definition, it is worth paying attention to the phrase: "… their effect significantly exceeds the effect of each individual component in the form of their simple sum." In other words, the people in the team get a result that exceeds the amount of investment of a single person. This is some kind of perpetual motion machine - the appearance of something ephemeral from close cooperation, which is reflected in the concrete results of the work. Something that in the end can already be measured in the form of profit, quantity of goods or volume of work performed.

It is for the sake of synergy that it is worth starting team building. If you have an accounting department, then, in principle, everything is clear there: you have assigned responsibilities, sorted out the relationship and work for yourself without thinking about synergy. And why is she there. By the way, in departments sometimes there comes a moment when the result of the cohesive work of 2-3 people exceeds the sum of the work of the whole department. In accounting, this can happen in the following cases:

- during vacations, the volume of work increases, but due to the lack of a large number of people, the group spontaneously becomes a team and works more efficiently and harmoniously than a department.

- during unexpected checks or out of nowhere emergency work that has fallen down. In this case, necessity and inevitability do their job. It's like a common external enemy unites nations … Here a common enemy unites the collective.

The synergy effect is also present in people who start a business with enthusiasm.

Let's take other departments where synergy would be very useful and in constant presence. These are the departments of sales, sales, marketing, PR and HR management. The emergence of difficult situations, situations requiring an unconventional approach and well-coordinated work. In this case, the team begins to represent a single organism, which sometimes produces 150% and 300%, violating all the laws of physics.

Now let's look at the pitfalls in team building.

In a working group or department, everything is simple - there is a boss, there are subordinates. There is one rule: "you are the boss - I am a fool, I am the boss - you are a fool", in one variation or another. And synergy does not live with such a presentation.

But the team also lives by its own rules and cycles. One must know them and foresee them too. This helps to save energy, nerves and time, and also helps not to abandon everything half way, confusing one stage of development with another.

This problem was tackled by Takman, who developed a five-stage model:

Let's list the main stages: formation, seething, rationing, functioning and change (parting). Read more about this model from primary sources, since the Internet today contains everything you need, and even more.

Why did I present this Takman (Takman) model. This model clearly shows the processes taking place in the group. The director or top manager needs to clearly know what stage the group is going through, and clearly understand his role in it, so that this stage is successful.

Otherwise, the manager must, either intuitively beat everything himself, or simply disband the team, or turn it into an ordinary group, without feeling the synergy effect.

Team building, in turn, allows you to speed up the passage of certain "bad" stages of team formation. These are stages such as formation, seething and partly rationing. These stages are the most "inconvenient", the stages of clarifying the relationship and establishing the rules. In the group, these processes are going on all the time, then a new employee appears, then someone decides to show himself, then someone will cross the border of the conditionally permissible, etc. In outdoor team building, all this rubbish is worked through at once. The level of tension during teambuilding is such that there is no place for show, and the most interesting thing, show and thirst for excellence in team building training with such people creates "corrective" processes. The group either simply turns away from such a person, or the person must remove his EGO and be part of the team. Finally, the very completion of the task gives a positive! This gives the experience of teamwork, and the participants learn to feel the team and work in a team spirit. In the future, the team only finishes itself as a tool and will start working at 150% or even 300%.

Even if a group of people has been working for a very long time, then team building here also gives unique results. The very joint process and activity allows the training participants to throw out "inadvertently" everything that they have accumulated, which works as psychotherapy. In addition, this team-building allows the participants to speak! Just talk about topics that they would not even have touched on before. And the participants begin to talk about how the person acts and how it affects them. The trainer needs to support this process and add constructiveness. Change the direction of the prosecution to a constructive approach. In this case, the group begins to work on its own - it begins to "heal" itself, revealing its commands, weaknesses. This is how the group slowly turns into a team.

With the growth of trust and cohesion, the team itself grows, turning into a single, harmoniously working organism.