Our Response When People Ask About Team Building Usually Surprises Them. Here’s Why…
They ask if I do stuff like ropes courses. My answer?
They ask about group trips to do rock climbing? Even if I weren’t terrified of heights (which I am), the answer would be the same.
“What about some trust falls?” they ask.
“I’m always down for watching people fall backwards,” I tell them, “But just so you have realistic expectations, unless the work you do Monday through Friday involves you all falling backwards into each other’s arms, that’s not going to help you much.”
There’s a reason most team building activities fail to provide meaningful, lasting, sustainable change on teams…
They’re simply not designed to do that.
That’s not to say there’s not a time and place for that stuff, because there absolutely is. I think it’s completely fine for teams to go out and have a good time doing things like that together; I’ve done things like that with my own teams. Same idea with team building talks and presentations – heck, I give lots of those myself; but I’m also very up-front when I give them about the fact that them sitting in a room listening to me talk about teamwork, and them nodding in agreement with what I’m saying about being a high-performing team, does absolutely nothing toward they and their teammates actually becoming a high-performing team.
That only comes when a group of teammates and their leader decide to roll up their sleeves, lock arms together, and do what it takes to become a real-deal, high-performing team. There’s a reason there are so very few truly high-performing teams out there (there are plenty who talk a good game, but I’m talking about teams who are truly high-performing): it takes a lot of hard, sustained work over time. But you know what they say – if it were easy, everyone would do it.
But that’s what separates the mediocre teams and organizations from the great ones.
WHY HEALTHY TEAM CULTURE MATTERS
The fact that you’re thinking about your team’s culture at all puts you ahead of most organizations. But don’t be fooled. Culture’s not just a bunch of touchy-feely nonsense. Not only is creating a healthy team culture for people the right thing to do, but research also tells us what we already know in our gut: that healthy team culture has real-world impact on organizational performance.
Group Discovery & Team Design Workshop
Here’s how it works:
Team Health Assessment and Analysis
Prior to my arrival, we will send a survey for all members of the team to complete. I will bring the results with me to the workshop.
Group Discovery & Team Design Workshop
Here is where you’re going to notice that Mojo’s approach to building teams is quite different. Since every team on the planet is distinctly different in that each one is made up of a unique mix of individuals with unique makeups, it follows logically that there simply cannot be a one-size-fits-all approach to team building, no matter how much “the other guys” might want you to believe there is.
That’s why the Mojo Method of Team Design uses something we call a Group Discovery and Team Design Workshop. You could think of it as a cross between Design Thinking and a very human approach to team building. If you’ve read much of the Mojo blog, you know humanness is something that’s a big deal here.
This methodology is NOT designed to make everyone feel warm and fuzzy for a weekend and then go back to the way things were. Those sorts of “team building” things always bothered me, because it felt like they were just wasting their clients’ money by essentially promising them “team building” when, in fact, those clients’ teams weren’t going to be built in any sustainable way at all. Within a few days, the emotion would wear off, old habits would return, and they would have wasted a few thousand dollars. The Mojo Method of Team Design is built with the end goal of team transformation in mind, not just a quick payday. We view the first workshop as just that – the first workshop.
Now with that said, if what you’re truly wanting is just the workshop, and you’re just wanting the DIY tools and hoping to do it yourself from that point forward, we’ll provide that as well; though to be candid, we don’t recommend that as the optimal approach.
Regular, Ongoing Team Touchpoints and Coaching
Utilizing the Team Mojo Touchpoint Template, the team will have regular video calls with Matt where they will systematically and methodically work through every area of team Mojo that they have previously discussed and committed to together (and that was measured in the initial team assessment). This will continue to reinforce group accountability, build group trust, and allow the team to work through real group situations, in real-time, with real-time coaching and feedback, on an ongoing basis. This reinforcement of behaviors and mindsets is a critical component of team transformation, as it prevents the team from slipping backwards, and holds the team accountable together to continue pressing forward.
Ready to invest in your team and discover together how to design it for sustainable high performance?Let’s get started!