team building activity

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The scenario is all too familiar; your company’s executive leadership team understands the importance of team building training, and you spend plenty of time and money every year executing training initiatives, but you’re just not seeing the results you had anticipated.

While recognizing the importance of team building already puts you ahead of the pack, it sounds like the training you’re investing in right now is missing something. Consider these four elements that most team building training programs overlook to fill in the gap in your own training:

Training That’s Practical

It’s not enough to get a team in a room together and hope they bond over team building training activities you’ve you’ve pieced together from various sources. Training must be strategic and practical.

  • Is your training immediately applicable to the participants’ day-to-day job?
  • Are you providing solutions to real-world problems?
  • Do you have a way to measure the results of your team building training?

If you’ve answered “no” to these questions, then you will not be getting the most from your training budget.

Choosing an experiential learning method for your next team building initiative will help ensure your training is both strategic and practical. Experiential learning is discovery-based learning comprised of, immersive elements that mimic real-world scenarios in which participants find themselves daily. These activities involve learning by doing, which means your team will be practicing the new skills they’re learning during the training itself, rather than passively learning about them and having to practice on the job later.

A Theme That Excites and Aids Learning

Sometimes the problem with team building training isn’t that it’s not practical, it’s just plain boring. Using themes during training will add energy to your initiative! Theming will transport your participants to another “world,” where they can loosen up and have fun learning, instead of thinking about how they’re supposed to be acting. Which sounds like more fun, acting out a simulation of a team meeting or putting on your “engineer” hat to build a bridge to span an ecosystem?

Incorporating a theme into your team building training is about more than amping up the fun. When you theme your events, you’re taking participants out of their day-to-day realities, which means they’ll be more likely to take risks during the training. They may even “fail”, which is a great learning tool! When training looks too much like a real job scenario, participants are hesitant to stretch themselves, out of fear of failure.

Leadership Training for Teams

It’s true that there’s no “I” in team, but the most successful teams do have designated leaders. While many team building programs focus on improving communication skills and problem-solving together, leadership training is often reserved for colleagues at the management level. When training is designed this way, teams miss out. That’s because team leaders are often designated based on their expertise in a field—not their experience with leading—so team leaders may feel lost and unsupported in their new leadership roles. Investing in leadership training for team leaders will give these new leaders the skills needed to garner top results with their teams.

Team Building Training for Remote Employees

While more and more companies are allowing employees a level of freedom to work from home, when it comes to team building, these remote workers are often forgotten, and that’s a detriment to the company. These remote employees still work in teams! Consider ways to include these employees in training, like through live, web-based workshops. Sometimes, though, there’s just no substitute for an in-person t training event. If many of your employees are remote, it could pay off big-time to host an off-site training that brings employees together for some valuable face-to-face time. Let’s face it: It’s hard to connect over email, so an in-person event can strengthen relationships between colleagues while providing opportunities for practical, experiential learning-based team training.

What other key elements do you think your team building training initiative is missing?

About the Author


Sue, an authority on training and development, has over 20 years of experience in the creation and delivery of programs and custom designed training solutions for Eagle’s Flight. As Chief Operating Officer, Sue’s vast senior leadership experience and facilitation has established her as a trusted partner and organizational development expert for numerous Fortune 500 companies.

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When an organization decides that the customer should always be the first consideration when making any type of decision within the company, it’s critical that every employee understands what this means. More importantly, they must fully embrace the concept of customer centricity and feel empowered to take the necessary steps toward making every customer experience an excellent one. Customer centricity training will get everybody on the same page and create the framework for a truly customer centric business. what-does-customer-centricity-training-entail-blog

The intent of customer centricity training is to teach the behaviors that contribute to a culture that always puts the customer first. Your training sessions should include the following content:

Understanding What Customer Centricity Means

If you asked 10 people in your organization today what customer centricity means, you are likely to get 10 different answers. After customer centricity training, every employee will have the same response: putting the customer first in everything you do. Of course, there is more to the story than that simple phrase, but the first step in customer centricity training is defining what it means to be a company that is not just customer-friendly, but customer centric.

Defining the Desired Customer Experience

What does your organization want a customer to think and feel at every step from the first interaction through a sale and beyond? Without direction from leadership and a unified training program, every employee will have a different opinion, and it won’t always achieve the level of excellence you desire.

Download the free Guide to Effective Leadership Training & Development here!

The details are up to you, but defining what you want the customer experience to be like is a necessary part of customer centricity training.

Learning How to Claim Ownership

Many employees think that if they don’t interact with customers, they don’t need customer centricity training. They couldn’t be more wrong. Every single employee in an organization (from the janitor to the CEO) need to always think about how they impact the customer experience with their actions. For example, a warehouse employee influences the customer experience in the way that a product is packaged for shipment. They may never speak with a customer in the course of doing their job, but if they pack a product carelessly and it breaks during shipment, their actions have a negative impact on the customer experience. Every employee should ask themselves on a daily basis what they can do to improve the customer experience.

Learning How to Take Action

Another key component of a typical customer centricity training is teaching individuals how to take action in the organization and providing them with a structure to do so. Take the example of the warehouse worker who packs hundreds of shipments every day. They have an idea to include a card in every shipment with the name of the person who packed it, along with a photo and unique quote. They believe that packers would be inclined to do their jobs more carefully if they felt a sense of ownership, and they also think it would delight customers to have the package more personalized. Before customer centricity training, this employee might not feel empowered to bring this idea to a superior. After training, they would know to ask:

What is preventing me from taking this action, and how can I overcome that hurdle?

The training should also provide a framework for moving ideas through the organization. They would know whom to go to for authorization, additional training, or whatever would help them move beyond the hurdle.

If you’re not sure if your organization could benefit from customer centricity training, start from the beginning and ask 10 people in your organization what customer centricity means. The results will speak for themselves.


johnAbout the author

Since 1991, John has acquired extensive experience in the design and delivery of a diverse portfolio of programs. In addition to his executive responsibilities as President of Leadership and Learning Events, John is considered a valued partner to many executive teams. His insight and experience enable him to effectively diagnose, design, and implement complex culture change initiatives in a collaborative and engaging manner. Moreover, John’s experience in global implementations allows him to draw from a deep well of history to create unique and customized solutions. John’s passion for developing people makes him a sought after speaker, partner and coach and is evident in the high praise he receives from clients.

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Introducing new concepts, systems, or processes in a work environment is rarely as simple as sending an email and immediately getting the desired results. Successfully convincing individuals to change their behavior in the workplace requires:

  • Clear communication about expectations
  • An organizational training program that provides the necessary skills
  • Consistent reinforcement and measurement 5-change-management-activities-to-add-to-your-meeting-agenda

This might seem like a tall order, and indeed it does require a comprehensive overall strategy, but there are some simple change management activities you can do on a daily basis.

Meetings are the most logical place for change management activities because you have the attention of the entire group at the same time. You can ensure that people be hear the message and create a greater likelihood of understanding what you say. Consider adding these change management activities to your next meeting agenda:

1. Status Updates

Have an agenda item for status updates about  initiatives occurring in your organization. For example, if your organization is shifting to a customer-centric culture, a sales staff meeting might include an update about the new sales process that is under development. This is also a great opportunity to gather input from the sales team about how to be more customer centric and get the team to start thinking in that mindset.

Status updates should include:

  • What initiatives are currently happening
  • The status of each initiative
  • The next steps for each initiative

The individuals providing the updates will have to stay on top of their assigned tasks, and others will feel more involved in the process, especially if they have the opportunity to provide feedback during status updates.

2. Reinforcement Exercises

If your strategy includes organizational training, one of the most important change management activities you can do is reinforcement exercises. The human brain will only retain so much information (10-30%) after a training session, unless you actively recall the lessons learned. Adding a quick reinforcement exercise such as a quiz, game, or discussion about how to apply the new knowledge in the workplace will keep the information fresh in the minds of participants and encourage them to apply and use their new skills.

3. Introduce the Next Initiative

Make time to discuss the next change that is on the horizon, even if you don’t plan to roll it out for several months. Communicating early about changes to come will allow individuals to mentally prepare in advance. Providing regular updates about the plans in the pipeline will reduce the inevitable anxiety that people feel about change. Giving individuals an opportunity to provide feedback will make them feel more invested in the process and increase the likelihood that they will embrace the new systems. Clear communication about upcoming initiatives also demonstrates that leadership has a strategy in place and a plan for executing it.

4. Recognize Successes

Create an agenda item that prompts you to identify all of the successful milestones or accomplishments since the previous meeting. These could be as simple as an individual who exhibited one of the desirable behaviors identified in a recent training, or as significant as a team who measurably improved their sales numbers. When individuals know that leadership is paying attention and that they will be rewarded for their efforts, they are more likely to adopt the changes you are introducing. and more likely to perform at their peak. Many leaders don’t realize how impactful recognition can be, especially in a public form like a team meeting.

5. Action Items

Every productive meeting should include action items that are assigned to individuals and have clear deadlines. Action items go hand-in-hand with status updates on your agenda. Everybody knows that they will be expected to report back to the group, increasing the likelihood that they will complete their assigned tasks. Action items also provide the benefit of keeping a project moving forward.

It’s unrealistic to expect individuals to change their behavior without some motivation. Including these change management activities in your meetings helps maintain momentum, gives leadership a forum for introducing new changes to come, and increases accountability. What agenda items did you include in your last meeting?


sueAbout the author

Sue, an authority on training and development, has over 20 years of experience in the creation and delivery of programs and custom designed training solutions for Eagle’s Flight. As Chief Operating Officer, Sue’s vast senior leadership experience and facilitation has established her as a trusted partner and organizational development expert for numerous Fortune 500 companies.

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Discover the Secrets to Producing Sustainable Behavior Change Through Training

Training today is largely synonymous with stilted presentations, PowerPoints, and confusing or slow-paced online learning software. This passive type of training is far from effective in changing behavior. In order to drive organizational growth and change participant behavior for the long run, you need a strategic approach, which you’ll find in this resource.

In the guide, Training and Development Secrets for Changing Behavior and Driving Organizational Growth, you’ll learn how to:

  • Implement training & development programs that change employee behavior
  • Spark organizational growth through sustained behavior change
  • Build conviction among training participants & leadership

View the guide now to start changing behavior in your organization!

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