I have recently been asked by one of our clients in Thailand to what degree our activities would trigger organizational change and how would they affect the behavior and key habits of their employees.
Would our team building activities provide a long lasting result or evaporate right at the moment the participant returns to the work environment. And if yes, which activities should they choose, which are most suitable?
To explain this question in more detail, I have drawn two dimensional Cartesian coordinate systems to accurately compare our team building events using key indicators. Key indicators are what clients are looking for when they intend to go for a team building, they are at the core of important questions such as”Does it trigger organizational change?” or “I don’t want it to be too adventurous.” or “Is it gong to be fun?”
Below is a summary of key indicators:
- Organizational change
- Physical demand
- Team bonding
- Collaborative (win-win)
In the first out of three blog entries, we are going to look at key indicators organizational change and adventure.
The X-axis (horizontal) describes to what degree the activity triggers organizational change from zero (no organizational change) to ten (a high degree of organizational change).
The Y-axis (vertical) describes how adventurous an activity is from zero (not adventurous at all) to ten (very adventurous). Above chart consists of twelve popular team building events (or activities) Making Teams currently offers in Thailand.
- Amazing Chase
- Beach Olympics
- Cultural Discovery
- Hotel Survivor
- House of Fashion
- Indoor / Outdoor with fun
- Island Survivor
- Meeting Energizers
- Six Indisputable Laws of Team Work
- Six Thinking Hats
- The five dysfunctions of a team
- Top chef
Generally speaking an event that scores high on adventure scores rather low on organizational change. Going on a River Rafting is less likely to change communication habits back at the work place.
Indoor seminar or work shop type activities such as The five dysfunctions of a team or Six thinking hats are more likely to provide long lasting habitual changes.
There are a few exceptions to the rule and one exception is the Island Survivor. The Island Survivor is both adventurous and due to its intense bonding experience, is said to provide reasonable organizational change.
Adventurous and thrill seeking team building activities are shorter (1/2 day to full day) in nature and often booked with the intention to motivate or reward employees for outstanding performance.
Team building activities that trigger long lasting organizational change are in fact team training courses and longer (3 to 5 days) in nature, with follow up sessions scheduled every three month for a period of one or two years, often held indoors and in a more formal setting.
In the next blog entry we will be looking at key indicators physical demand and team bonding. For more information about above team building activities please visit Makingteams.com.