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Why Traditional Team Building Fails
Deanna L. Houck
 Traditional Team Building- is the process of
building trust, communication, and
cooperation in the team to increase quality
and productivity. This is usually done by
providing retreats or through bonding
exercises in employee training.
 It can be costly and time consuming.
 May require employees to do touchy feeling
exercises with other employees they don’t like.
 It is only a temporary solution if the root of the
problem is deeper in the organization.
 Team building exercises with “problem
employees” rarely fix the problem.
 Sensible Team Building-Takes a more
sensible approach to building the team. It
gets to the root problems of the organization
that lead to low morale which leads to low
productivity and quality. Sensible team
building does this by carefully examining the
issues and how each layer in the organization
plays a role in those issues.
 Focuses on how employee behavior at all
levels are not taking the company where it
needs to go. Real numbers are given to the
employees to look at. This is an eye opener.
Employees at all levels can get a visual as to
how all their behavior combined affects
productivity and quality.
 It answers how is our behavior as a company
stopping us from reaching our goals?
 Notice it focuses on the behavior of the whole
company. There is to be no finger pointing
and attacking others. The company is a team
and needs to function in that mindset. The
focus is on identifying and fixing the issues
not the employees. You can’t “fix” a person
but you can an issue.
 The management team hired Trainer/Consultant
Jane Doe to build their company’s team. Jane Doe
asks questions, gathers hard data, and comes to
the realization that traditional team building will
not work because the issues of the company are
far more complex.
 Jane peels the layers of the company like an
onion. She begins showing everyone the hard
data. She explains “your behavior isn’t taking the
company where it needs to go”.
 She shows them decreased sales, decreased
satisfaction with the cookies, stores are upset
because deadlines of delivery aren’t being
met. Then she explains how this affects
employees at all levels and works with each
level of the company.
 She discovers that employees on the board of
the company don’t know their roles in the
company so they aren’t being effective
leaders. This is one of those deeper problems
that make or break a company.
 Next she finds policies are very vague. How
can employees follow policies that aren’t
specific and clear? This is another deeper
problem that can hurt the company.
 In addition, she finds that employees are
seldom evaluated and not many raises are
given. How can employees know if they are
working up to their potential if they aren’t
given feedback? Why should an employees
work hard if there is no reward for it? How
can employees grow in their skills which grow
the company if they are no professional goals
to reach?
 Jane works with the company to ensure every
one has clear job descriptions and knows
their roles.
 All employees are evaluated and paid
according to skill base, performance and
experience. This allows employees to move
up on a level system for greater pay and
responsibility.
 Policies are now clear and specific.
 Employees relationships improved. They began
realizing they are a team which affects products
and profits which affect their pay and benefits.
 Consumer and business relationships improved.
 Sales increased to 2.8 billion up from just over
1.3 million. Three new desert products are being
developed.
 Grandma Ann who is the CEO is a much
happier woman now!
 The Grandma Ann’s Shaggy Carrot Deserts
Inc. is a fictional example. Not all companies
have the same problems. Not all companies
will see the same dramatic results.
 The point is before looking at expensive
traditional team building methods, take a
look from within your company.
 Look for those deep problems bringing down
morale and productivity.
 This is where we end…..This is just a training
sample not giving it away LOL
 Interested?
 Contact Deanna L. Houck at email
dhouck410@gmx.com or at 608-218-0446
 for a training on this subject.

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Sensible Team Building

  • 1. Why Traditional Team Building Fails Deanna L. Houck
  • 2.  Traditional Team Building- is the process of building trust, communication, and cooperation in the team to increase quality and productivity. This is usually done by providing retreats or through bonding exercises in employee training.
  • 3.  It can be costly and time consuming.  May require employees to do touchy feeling exercises with other employees they don’t like.  It is only a temporary solution if the root of the problem is deeper in the organization.  Team building exercises with “problem employees” rarely fix the problem.
  • 4.  Sensible Team Building-Takes a more sensible approach to building the team. It gets to the root problems of the organization that lead to low morale which leads to low productivity and quality. Sensible team building does this by carefully examining the issues and how each layer in the organization plays a role in those issues.
  • 5.  Focuses on how employee behavior at all levels are not taking the company where it needs to go. Real numbers are given to the employees to look at. This is an eye opener. Employees at all levels can get a visual as to how all their behavior combined affects productivity and quality.  It answers how is our behavior as a company stopping us from reaching our goals?
  • 6.  Notice it focuses on the behavior of the whole company. There is to be no finger pointing and attacking others. The company is a team and needs to function in that mindset. The focus is on identifying and fixing the issues not the employees. You can’t “fix” a person but you can an issue.
  • 7.  The management team hired Trainer/Consultant Jane Doe to build their company’s team. Jane Doe asks questions, gathers hard data, and comes to the realization that traditional team building will not work because the issues of the company are far more complex.  Jane peels the layers of the company like an onion. She begins showing everyone the hard data. She explains “your behavior isn’t taking the company where it needs to go”.
  • 8.  She shows them decreased sales, decreased satisfaction with the cookies, stores are upset because deadlines of delivery aren’t being met. Then she explains how this affects employees at all levels and works with each level of the company.
  • 9.  She discovers that employees on the board of the company don’t know their roles in the company so they aren’t being effective leaders. This is one of those deeper problems that make or break a company.  Next she finds policies are very vague. How can employees follow policies that aren’t specific and clear? This is another deeper problem that can hurt the company.
  • 10.  In addition, she finds that employees are seldom evaluated and not many raises are given. How can employees know if they are working up to their potential if they aren’t given feedback? Why should an employees work hard if there is no reward for it? How can employees grow in their skills which grow the company if they are no professional goals to reach?
  • 11.  Jane works with the company to ensure every one has clear job descriptions and knows their roles.  All employees are evaluated and paid according to skill base, performance and experience. This allows employees to move up on a level system for greater pay and responsibility.  Policies are now clear and specific.
  • 12.  Employees relationships improved. They began realizing they are a team which affects products and profits which affect their pay and benefits.  Consumer and business relationships improved.  Sales increased to 2.8 billion up from just over 1.3 million. Three new desert products are being developed.
  • 13.  Grandma Ann who is the CEO is a much happier woman now!
  • 14.  The Grandma Ann’s Shaggy Carrot Deserts Inc. is a fictional example. Not all companies have the same problems. Not all companies will see the same dramatic results.  The point is before looking at expensive traditional team building methods, take a look from within your company.  Look for those deep problems bringing down morale and productivity.
  • 15.  This is where we end…..This is just a training sample not giving it away LOL  Interested?  Contact Deanna L. Houck at email dhouck410@gmx.com or at 608-218-0446  for a training on this subject.