03-07-2013, 02:04 AM
requirement about training games on taking ownership
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training games on taking ownership
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requirement about training games on taking ownership
08-03-2017, 03:41 PM
Team building games with a group of people, think about whether the activities are appropriate for team members and the situation. Kirkpatrick's learning model is a good benchmark for this assessment: team members should ideally enjoy the activity, learn something from it, apply it, and improve outcomes.
See the Team Activity Evaluation Form and the Results Notes (xls file).
It is also useful when evaluating any team development need to refer to Bloom Learning's Taxonomy of Learning domains, which provides a useful template or checklist for designing and evaluating training and learning activities of all kinds.
Ensure that team building activities comply with policies and laws on equality and discrimination in gender, race, disability, age, etc.
Age discrimination is a potential risk given certain groups and activities. Team building facilitators should be familiar with Age Equality and Discrimination (UK and Europe - and more and more elsewhere too).
Keep in mind that team building games are not necessarily the best way to improve morale and team attitude if there are problems in these areas. Workshops are often a better starting point for fragile or bruised teams, who need a basic bond, trust, and help to strengthen their sense of responsibility and purpose.
If you use team building to develop mutual respect, caring and compassion, etc., look at the section of love and spirituality at work - which explains about bringing compassion and humanity to work and teams.
Effective relationships and behavior at work imply the same principles as everyday life - respect for others, integrity, honesty, compassion, courage - all the good things we all naturally have in the background. Sometimes people have insecurities or tensions that create difficulties on the surface, which are then reacted by other people on the team. Emotional maturity, or Emotional Intelligence, is a useful perspective. However, if you approach a behavioral problem head-on, or try to solve it with a team building exercise, this can cause people to crave it and become defensive (just like we all tend to do when someone is Critical or involves a weakness). Instead, ask people what they like and find useful for their lives in general. Move away from the subject of work and skills and "team-building" per se. Help the person (and people) instead of treating the symptoms. If you help people with their balance of life and personal fulfillment, they become more emotionally mature, tolerant, positive, independent, self-sufficient, etc. When the person is well, so is everything, including their relationships and communications at work. Developing people involves more than behavior, relationships, skills, knowledge and processes. It is often more about helping people feel better about themselves; Helping the person to feel happy and satisfied. A good leader can facilitate this. Team building does not have to involve games and exercises - building teams could be best achieved by organizing other things that do not seem to be connected to work. Maybe the kind of things people would look for in the evening classes. Maybe yoga or reiki lunch or relaxation sessions might be of interest? Maybe go bowling? Horse riding? Ask people. In the summer maybe playing softball in the park? Or maybe ask if they would like to make a lunch barbecue for customers and suppliers. If you focus on the problem, it will become a battlefield. Instead of focusing on fun, new positive experiences and self-realization.
The topics of this website present more and more ideas to develop the whole person. In the same way, it is not limited to providing development of traditional work skills. Explore everything and show your people that you have a broader view of development: they will have many ideas of their own if you let them see that it is okay to think so. Team Building Games are just one part of a very broad mix of learning and development experiences that you can explore and facilitate for your people - try anything. If it helps your people feel good and be good then it will help your organization to be good as well.
See the Team Activity Evaluation Form and the Results Notes (xls file).
It is also useful when evaluating any team development need to refer to Bloom Learning's Taxonomy of Learning domains, which provides a useful template or checklist for designing and evaluating training and learning activities of all kinds.
Ensure that team building activities comply with policies and laws on equality and discrimination in gender, race, disability, age, etc.
Age discrimination is a potential risk given certain groups and activities. Team building facilitators should be familiar with Age Equality and Discrimination (UK and Europe - and more and more elsewhere too).
Keep in mind that team building games are not necessarily the best way to improve morale and team attitude if there are problems in these areas. Workshops are often a better starting point for fragile or bruised teams, who need a basic bond, trust, and help to strengthen their sense of responsibility and purpose.
If you use team building to develop mutual respect, caring and compassion, etc., look at the section of love and spirituality at work - which explains about bringing compassion and humanity to work and teams.
Effective relationships and behavior at work imply the same principles as everyday life - respect for others, integrity, honesty, compassion, courage - all the good things we all naturally have in the background. Sometimes people have insecurities or tensions that create difficulties on the surface, which are then reacted by other people on the team. Emotional maturity, or Emotional Intelligence, is a useful perspective. However, if you approach a behavioral problem head-on, or try to solve it with a team building exercise, this can cause people to crave it and become defensive (just like we all tend to do when someone is Critical or involves a weakness). Instead, ask people what they like and find useful for their lives in general. Move away from the subject of work and skills and "team-building" per se. Help the person (and people) instead of treating the symptoms. If you help people with their balance of life and personal fulfillment, they become more emotionally mature, tolerant, positive, independent, self-sufficient, etc. When the person is well, so is everything, including their relationships and communications at work. Developing people involves more than behavior, relationships, skills, knowledge and processes. It is often more about helping people feel better about themselves; Helping the person to feel happy and satisfied. A good leader can facilitate this. Team building does not have to involve games and exercises - building teams could be best achieved by organizing other things that do not seem to be connected to work. Maybe the kind of things people would look for in the evening classes. Maybe yoga or reiki lunch or relaxation sessions might be of interest? Maybe go bowling? Horse riding? Ask people. In the summer maybe playing softball in the park? Or maybe ask if they would like to make a lunch barbecue for customers and suppliers. If you focus on the problem, it will become a battlefield. Instead of focusing on fun, new positive experiences and self-realization.
The topics of this website present more and more ideas to develop the whole person. In the same way, it is not limited to providing development of traditional work skills. Explore everything and show your people that you have a broader view of development: they will have many ideas of their own if you let them see that it is okay to think so. Team Building Games are just one part of a very broad mix of learning and development experiences that you can explore and facilitate for your people - try anything. If it helps your people feel good and be good then it will help your organization to be good as well.
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