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Home Page > Business > TeamBuilding Is Construction Work

Team Building Is Construction Work

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Posted: Oct 21, 2010 |Comments: 0

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Team Building Is Construction Work

By: Doug Staneart

About the Author

Craig Wagganer is a speaker and trainer specializing in http://www.leadersinstituteteambuilding.com/“>Team Buildingtraining and leadership skill development. (http://www.leadersinstituteteambuilding.com/)Craig leads world-famous team building events like the Build-A-Bike(R) TeamBuilding Workshop in major cities all over the US, Canada and Europe. Requestinformation from his website, and we’ll send you a free team building packetwith a number of potential events and ideas for your next convention or teammeeting.

(ArticlesBase SC #3521944)

Article Source: http://www.articlesbase.com/Team Building Is ConstructionWork

Business PowerPoint Presentations have changed a lot in the last ten years,but some of the best presentation secrets have been around for a while. Almost25 years ago I was given a little book published in the 1950âs. It wasentitled, âPublic Speaking as the Audience Likes Itâ. I donât remember much ofthe contents, but I do remember the point- when you are preparing to make apresentation, consider the audience and think about the best way to presentyour material so they will enjoy the experience and remember the valuablematerial. So here Building a team is somewhat like building a house. It takesorganization, effort and skill to make one that meets the needs of the peoplethat inhabit it. Likewise, to build a team in a work environment takesorganization, effort and skill.

When a construction crew gets together to start working on building a house,they are working on one house. There are plans drawn up that show all theintricacies of the work to be done. There will be carpenters, electricians,plumbers, and other specialist that will do their part, but there is one plan.Everyone works from blueprints for the same house with the same goal inmind.

So also in team building there has to be a goal, or set of goals thateveryone shares in common. That goal, those goals, need to have buy-in fromeach of the team members. A house builder would never give different houseplans to the different workers and expect a good result. So, effective teamshave to be built from the foundation up. It starts with a unified purpose andunderstanding of where the team is heading. Team members need to be able to seethe desired end result and know how they, each individual member fits into theteam. All the workers that contribute to the building of an edifice have oneend in mind. They aren’t working for their own results, but for the end resultsthat come from the combined contributions of all the workers.

A team must grow together to realize that the individual efforts are not asimportant as the end result. It is not each team member that is working forthemselves, but rather each team member is contributing to a grand purpose, aunified completion of a task or tasks.

I visited a friend who was building quite an elaborate house. The soundsystem and security systems were especially complicated. Because of the size ofthe systems special contractors were brought in that specialized in thoseareas. There expertise was vital to making the sound and security systems workcorrectly. And as important as that was, their contributions were no moreimportant than others who built the house. And, although the sound system wasthe showcase of the house, it wouldn’t have been much if there plumbing wasinadequate, or they forgot the electrical wiring, of the walls weren’tfinished…

Team work is construction work because every person’s contributions arevital to the success of the team. Whenever one team member is left out, notincluded in decisions, or feels minimalized in anyway, the work of the team ishurt and the best efforts will not result. The results may be great, but not asgood as they could have been, and worse, the left out member becomes aliability to the rest of team.

Team building is construction work in that planning is essential. No onewould go to a supply store and start buying things to build a house withoutmaking plans. And once the plans are made and the materials bought, youwouldn’t just grab a hammer and nails and start putting boards together. Therehas to be a plan and it ahs to be organized and communicated to all who will beinvolved. I would be in big trouble if I planned on building a house, had theblueprints all made and ready to go, and then hired only electricians to do thework. Or perhaps I said to forget about the electricians and hired onlyplumbers. It wouldn’t be a very good house. It takes the contributions ofindividual people who have expertise in the areas that are needed to becompleted. As critical as that is, often times in work environments,individuals are put on teams for many reasons other than the considerations oftheir talents and abilities to contribute to the overall purpose of the team.Part of the planning and organization of the team is to realize the purpose andgoals of the team and then match the right people for those tasks. It isn’t,what needs to be done and lets some people to do it, but rather, what is thepurpose and the goals and who are the people most qualified and best suited todo the best work and bring the best result.

Team building is construction work- the team has to be unified in itspurpose, each team members contributions need to be recognized as vital, andplanning and organization is of the utmost importance.

Team Building Is People Building

IT amazes me how much material is available on team building. Apparentlythere must be many ways to do it. Of course some are more effective thanothers. We have all seen the results of great teams that perform excellent workwith excellent results. Likewise, we have all seen ineffective teams that laborpainfully to accomplish little.

One key to great teams is for the leader to understand that team building ispeople building. The leader is vitally important and a primary function of theleader is to inspire the best efforts of the team members. Here are three keysfor team leaders to practice…

Team leaders need to know their team members intimately. It isn’t justknowing their names and the history that a human resources file might provide,it is getting to know them as individuals. To understand who they are and whatmakes them tick.

Popular among workplaces today is personality or temperament testing. Thesedevices are used to understand one’s own preferences or motivators, but toooften they are then used to judge other people and their behaviors. The problemis that we begin to understand personality theory and we label people, and wethink we know them. But once we have placed them as a certain “type” then we nolonger get to know them, but think we understand them. This is a real problemand short-coming with many of the application of the Meyers-Briggs, DISC, andother like them. These each have definite strengths and can be very helpful,but they have definite dangers and concerns as well.

The best team leader will get to know the person, not just about them. Thegreat leader will build a relationship with the team members so that theyunderstand their situations, their concerns, their dreams, their motivators,their de-motivators, their passions, their frustrations- and all this not as aresult from a survey or test, but from spending time with them and developing acaring nurturing relationship that goes both ways. Did I say, “Goes both ways”?Yes, and that is vitally important. The team leader must be willing to receivefrom team members as well as contribute. And that doesn’t just mean receive thecontributions made to the team, but just as the team leader needs to know theteam members, the team leader needs to be known by the team members. Teamleaders need to be vulnerable and open to suggestions from the team members.Team leaders are not just put in charge. They are not the boss and cannot riskexercising strong authority over the team or it will become a matter ofresentment.

We have all seen teams that lack effectiveness and often times it is theresult of a strong leader that has to have things their way and are reluctant(at best) to take suggestions form anyone. They see their responsibility asgiving orders to their team and the team members are present only to followorders. Those team member become frustrated and resentful of the situation, andusually only put out a half-hearted effort with little concern for quality,just get the job done.

Team leaders must build their people. This means valuing them, listening tothem and being open enough to take suggestions both for the team andpersonally. When a person feels safe to make contributions and valued as anintricate part of the team there will be mutual respect and admiration for eachteam member. But it start with the example of the leader.

Another key element in team building is for the team leader to serve theteam. A lot is said and written these days on servant leadership, and it isgrowing in popularity- and rightly so. But often times we shy aware from theroot word, serve.

Team leaders need to serve their team members. That means working to makesure they have all they need to do their job to the best of their ability .Itmay also mean investing in those team members so they can expend theirabilities. Team leaders need to consider their team and how they can best getthe best effort from each one. And that means looking at each individual andrecognizing their contributions and talents. It also means going out of the wayto make sure the individual team members are growing in ways that will benefitthe individual and the team. Quite simply- team leaders need to make sure thatthey are building the people on their team.

Several years ago I worked at a shipping counter for an animal healthcompany. Charlie and I worked the counter shipping small packages UPS. Weworked fantastic together. When demands were high together we could ship asmany as three hundred packages. Each package would have to be individuallyweighed, and labeled, but we succeeded amazingly well. After a time we both gotpromoted to different positions.

Two other people were brought in to replace Charlie and I as the UPScounter. These two had worked for the company over 20 years each, but didn’treally get along very well. Of course, productivity at the counter went waydown. To help the situation an automatic scale was brought in, conveyor beltsinstalled and a new labeling and postage machine. All these were designed tomake it a smoother faster operation. When I left the company daily backlogswere normal and rarely was the new team able to process more than 100 piecesper day.

I was once against by the supervisor after both Charlie and I had beenpromoted how we were able to get so much done. Reflecting, I think there wereseveral reasons. Charlie and I became best friends. He had worked there muchlonger than I but when I was chosen to work with him he never treated me likehe was the leader. He never through his authority around, but treated me likean equal. He was always ready to listen to my suggestions, and felt free toconfront me when I needed it, but not in power, but genuine concern for me andthe job we were doing together. We became sensitive to one another, and grew inthat sensitivity. We went from just working together at the start to caringdeeply for one another. Charlie led me in that way. Charlie said he neverwanted to be a boss. But he was a great leader and set a wonderful example.

To be a team builder you must be a people builder. Know them, receive fromthem, and serve them. Pulling people to come and join is much more effectivethan pushing them in a direction you have chosen for them.

Team Building Is Like Target Practice

I’m not much of a marksman, but I have know several. My brother-in-law is acrack shot. My dad and he were deer hunting and Larry, my bro-in-law, wasriding in a small trailer being pulled by a tractor. They were heading out inthe woods to their hunting sites. As they crossed a pipeline going north, twodeer, a buck and a doe crossed going south. Larry saw the deer out of thecorner of his eye, with the tractor moving and the deer walking the oppositedirection, he turned, drew a bead on the buck and dropped it with one shot. HEwas using a lever action 30/30 and, if you know what that means, then yourealize how great of a shot that was. In fact, you have to be pretty confidentin your ability to use a saddle gun to go deer hunting the thick Ozark hills ofSouthern Missouri.

Some of the same elements that make a great marksman are the same for teambuilding. First you have to know your target, then you have to have the rightequipment, and then you need the confidence to put the two together.

As a child my dad would take me rabbit hunting. He had a double barreledshotgun, and I carried a .22 caliber rifle. I was never too excited because thepossibility of shooting a rabbit with a rifle was pretty small. But it was funto be with my dad and to watch our dog, Prince, enjoy the run. He was a goodrabbit dog. My dad was good shot, and way back then he had three guns; the .22caliber for squirrel hunting, the shotgun for rabbits and turkey, and a 9millimeter rifle for deer hunting. Each gun had a specific purpose.

Each team needs to have a specific purpose, and the more defined that is thebetter. A shotgun is good for rabbits and turkeys, where rifles are suitedbetter for deer and squirrels. But even within that description more needs tobe defined. Smaller caliber guns a fine for smaller animals, but larger caliberis necessary for larger animals. The 22 for squirrels would do little to drop adeer, while my dad’s 9 MM deer gun would destroy a squirrel or other smallprey. The 20 gauge shotgun was fine for squirrels, but he eventually got a 12gauge more suitable for his turkey hunting trips. Likewise with team building,to not only have a purpose but to have it defined well enough to be considereda target, or goal, will help determined the effectiveness of the team.

I remember the Christmas I got my first BB gun. I wanted a .22, but I gotthis BB gun. I was excited and disappointed at the same time. That afternoon Iheaded out in the woods. As I was leaving the house my favorite Aunt came byand asked what I was hunting. I simply replied anything that moves. Here wasthe problem, first my goal was too broad, and second my equipment wasn’tsufficient for most things that moved. I’m lucky I didn’t come across a bobcator coyote.

First you must know your goal, then make sure you have the right equipment.In team building that can mean a number of things. One is that you must makesure you have the right people on the team. The team selection should be aresult of the goal, or purpose. Once the goal(s) has been set then you candecide on the special skill sets that are needed to reach the goal in the mosteffective and efficient manner. Too often we have teams and then come up withthe purpose or goals- this is backwards. A hunter wouldn’t go buy a gun andthen decide what he was going to hunt. The prey (goal) comes first, then theselection of the right equipment. When a need presents itself, then the team toaddress that need can be selected to make sure the right people, the mostqualified for that purpose are put in place to handle the project the best waypossible.

Now here is the critical part. What has been said is nothing new. The realproblem is putting it together. Often times within corporations the teams areset, the division are made, the departments have been decided; the people arealready on teams. A project comes up and it is given to a team, usually thebest one suited, although I have also seen things given to the team less busy,and away we go. The problem is- is that the best more effective and efficientway to handle the problem? That is an important, imperative question that needsto be asked and answered. And the answer may mean we need to redraw the lines,re-divide the groups. So that we understand the goals, choose the right talentset to address it, and then have the courage to make changes necessary to makeit happen.

Too many teams miss the mark, the purpose and goals have not been clearlydefined. A team has been assigned rather than all the people considered andthose chosen that have the right talents, skills and passion to do the bestjob. Team leaders and decision makers rarely take the courage to challenge theprocess and make necessary changes to utilize he best people for the bestresults. Team building can take a lot of learning form the old adage, ready,aim, fire. 3 things you need to know to help you relate to your audience whenyou design a business PowerPoint presentation.

Consider Your Audience

Before you start to design a business presentation, spend some time thinkingabout those who are going to receive your message. What do they have in common?What do you know about who they are? What do they feel? What experiences havethey had? Where are they coming from? Consider, from the audienceâsperspective- what is so important about what I have to say? Why should theylisten? How will they benefit? And how can I help them enjoy theexperience?

Too often we begin our preparation thinking about what we want and need tosay. We think about major point and what information we need them to assimilateor remember. We think about our responsibility, and if we have any fear ortrepidation about being in front of people, we just wish it were over andprepare the message without much thought given to the audience.

That last line is too much too true. We prepare the message without muchthought given to the audience. We think about the message, what we want to sayand how we are best going to say it; we prepare our PowerPoint slides hopingthat will âwowâ the audience into valuing the material. We remember the KISSmethod of presentations and we keep is simple, stupid. Maybe we remember theold adage, stand up, speak up, shut up, sit down. Fun little sayings, but notmuch help.

First in your PowerPoint preparation is to consider the audience and thebest way to communicate with them. Think about the specific people, thedemographics, commonalities, idiosyncrasies; examine them from every angle youcan. Also consider your venue- where you will be making your presentation. Willyou be on a stage with people seated in front of you; will you be on the samelevel as your audience; will they be at tables, round or square; will you use amicrophone- hand held, lapel, or stationary; what kind of interaction can Ifacilitate, and the list goes on based on your own experience and creativity.But always consider your audience; it will influence the rest of yourpresentation.

Second- Involve the Audience

The days of getting up and speaking and then sitting down have past. We livein an age of reality TV in which we get to vote on the results, interactivegames on the computer and via game modems, we have unlimited accessibilitythrough cell phones, email and texting. People are not used to sitting back andjust listening, the presenter must get them involved.

So you have considered your audience, and you know your message, now how doyou get the audience involved? It is more than asking questions and showingslides, it is putting something in their hands, it is incorporating movement,it is using as many of their senses as possible to get them and keep theminvolved.

Nearly every book on public speaking skills written within the last 15 yearshas a section on telling stories, but donât just tell a story, show it. If youwere riding a bike, then show it; if you were going over something, show it; ifyou were involved in a heated conversation, show it; if you were throwing aball, show- never just tell a story, but show it, use gestures and plenty ofthem.

Are you talking about something, an object, show it, better yet, if possiblegive everyone a sample. If you are talking about something with an aroma, thenwork the smell into your presentation, use a candle, home baked cookies,incense, whatever it takes. Perhaps it is a sound, a firecracker, jet engine,ocean waves- find a way to duplicate it for your audienceâs aural stimulation.Perhaps it is a taste, give them something to remind them of the taste, a candybar; a drink; ice cream- be creative. Maybe it is a texture- then give themsomething to feel, sandpaper, a piece of cloth, a rock, use your imagination,but incorporate some type of extra sensory experience for your audience toparticipate with you in the presentation. Be creative and push the envelope.(Some things I have done- handed out ice cream, given latex gloves and pens sothe audience could take notes on their hands (five points-five fingers), litincense prior so the room would smell like pine trees, given out hotel sizesoaps; spoken in a Santa Claus suit and a guerrilla outfit; given theparticipants small craft packages to built a boat made out of wooden ice creamspoons a toothpick and a piece of cloth, given out colored pipe cleaners forparticipants to fashion antennas⦠the ideas are as limitless as yourimagination. Do it- get your audience involved.

Third- Be Concise in Your Closing

Once you had delivered the main thrust of your PowerPoint presentation andhave involved the audience, leave them wanting more. Be concise in your closingremarks. Highlight the high points and then be on your way. Too many speakersclose with their main points but continue to drag on thinking that re andre-emphasizing will make the message stick. When it is time to end, then end.Donât keep re-covering the topics and never introduce new material. If you haveconsidered the audience, gotten them involved, then you can make a quick recapand let their involvement continue to speak after you have stopped.

Besides giving thoughtful consideration to your messages, these are threeideas to help your presentation be powerful and memorable- first, consider theaudience; second, involve the audience; and third- make your closingconcise.

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Doug Staneart - About theAuthor:

Craig Wagganer is a speaker and trainer specializing in http://www.leadersinstituteteambuilding.com/) Craigleads world-famous team building events like the Build-A-Bike(R) Team BuildingWorkshop in major cities all over the US, Canada and Europe. Requestinformation from his website, and we’ll send you a free team building packetwith a number of potential events and ideas for your next convention or teammeeting.

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Craig Wagganer is a speaker and trainer specializing in http://www.leadersinstituteteambuilding.com/) Craigleads world-famous team building events like the Build-A-Bike(R) Team BuildingWorkshop in major cities all over the US, Canada and Europe. Requestinformation from his website, and we’ll send you a free team building packetwith a number of potential events and ideas for your next convention or teammeeting.

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