Top 5 Team Building Planning Tips

Have you ever been tasked with organising corporate events? Do you again have to host an event for team building in your company? Here are some top tips to help you hold the competition in the right way.

Identify Company Needs

Before you start planning the team building event, you need to ask yourself, ” what does the team want to gain from this team building event?”, “what areas does your team needs improvement in time management or communication?” By focusing on these things, you will be making sure about the return on investment. This technique is excellent for targeting what kind of event is required by your company and help your team become more productive.

Budget

Being aware of the budget can help you in quickly setting up team building event for your company. Corporate events can eat a lot of budgets if you are not sure where you want to spend. Many team building event organising companies have great ideas that can be managed with less money and can be of more fun and learning for your team.

Team Agenda

When you are planning something for the whole company, it is a great idea to write up a team agenda and plan for the day. Whether you are looking for a conference energiser or fitting in several meetings or you are planning a full day of activities for your team, it is essential to find them before you plan the event. This will help you in not forgetting anything, but it is also useful for enabling a rough timescale for the event. Another important thing you need to consider is the need for having lunch and tea breaks throughout the day.

Open Your Mind

Taking your team out of their comfort zone and giving them an uncomfortable experience is a great way to open up their mind. It is a great idea to introduce your team to different types of activities; you will be surprised with the kinds of things that your team enjoys. Like setting up a cooking day event where they have to come up with cooking recipes with limited resources is an excellent way for the team to interact with each other and build a healthy relationship.

Talk To Your Staff

As long as the corporate event is not a surprise, it’s a good idea to discuss with your staff as to what activities they would like the most. Also, you should consider that which actions will be more useful for your team or staff. Once you have a list of ideas, it is best that you take a little input from your team in decision making. This will keep them all excited and active for the corporate event day.

Best 6 Qualities Of A Strong Development Team

Software development team is a mixture of various professionals such as architects, developers, project managers, testers, production support, senior developers, etc. It is essential to have a right mix of the above roles in a software development team for the success of the organization. Most people lack this magnificent combination in the software development team and which leads to failure of the team. It is enjoyable, dynamic and taxing to be part of great teams. The intensity is viral and catches fire to the entire organization.

Let’s Consider The Factors Needed For Forming A Great And Successful Team.

1. Great Culture

It is essential to have a good culture to form a high development team. Perception of the team should be such that the there should be a balance between the one’s weakness and strengths. For example, if a team member has a flaw in one area such as in technical, communication or experience and knowledge the other team members should support the fault of the other team members. Culture should be dynamic and empathetic towards the other team members. Culture in the team must maintain a positive attitude, and contrary culture should be brought to zero in the organization. Having positive culture in the organization works excellent in forming tremendous and successful groups. For example, there must be positive and healthy competition among the team members instead of having jealousy and fear of backstabbing. This positive culture not only enhances the creative learning and dynamics but also increases the work output in a significant and profound way.

2. Goals

The second most essential ingredients for successful software development team are setting goals for each member of the group. The purpose should outline each member’s professional and individual goals mapped to the team goals and thus the goals and objectives of the organization. Setting goals are important because to meet the target and to achieve the creation of software products or software services. The goals that we set must be achievable and challenging. The goals should not be in such a way that only project managers are responsible for achieving the targets instead everyone in the team must be accountable for meeting their individual goals and team goals, and thus the purposes of the organization.

3. Great Communications

The software development team must have clear and candid communications among the group not only in technical skills but also skills like soft skills and leadership skills. It is essential that everyone in the organization behaves as a leader and a good team player. Every team members must understand the functional and business aspect of the software product or software services. It is essential that the leaders in the teams are responsible for effective and efficient communication to the business aspect of the software requirements are communicated correctly among the team members in the form of technical know-how and skills required to build the software. Architects and Project Managers must also have communication skills to make the junior members of the team to understand how, why, the software is required.

4. Roles and Responsibility

It is essential that each member of the software development team understand their individual and group making roles and responsibility. Many times the roles and responsibility are communicated when the new person joins the team, by the leaders of the group. Roles and accountability must be a written document which must be clear and understood by the each of the team members. The characters and responsibility in the team must be outlined in the statement of work (SOW) before commencing any software development work. This must be understood and agreed by the client as well. Roles and responsibility must be as transparent as possible to avoid misunderstanding and frustration later during the software development processes.

5. Collaboration

Fifth most crucial factor for a successful software development team is collaboration among the team members. Each team members must understand and trust each other. This does not only bring in positive culture but also responsibility and accountability. As each member does their work, they must even imagine that the other teammates would do their job. For example, if there is a complex project than each member must collaborate with each other in doing their module and combine and integrate these modules in creating a great software product. To make a great software product each member’s contribution and collaboration is most important, and highlight for a great software product is how each member works closely with each other.

6. Independence

Sixth most essential traits for successful software development team are each team member’s independence in working to make the software product. It is seen how each member collaborates. It is essential once the work is broken down and communicated to each member, it must be left to the discretion of the individual on how he/she codes and how he/she makes the code work. There must be independence for each of the teams to decide the nuances of the systems. However, one must remember that each member’s systems must at the end of the individual codes to integrate to make a significant software product. For creativity to develop the independence of every individual is most important.

5 Ideas for Team Building and Boosting Morale in Your Company

Do you love what you do and really appreciate the people that you do it with, but sometimes struggle with lack of teamwork and overall employee morale? This is a common issue in companies and the good news is that there are some things that you can do to help improve teamwork and morale. Many times in our work lives it seems like we are so busy already that you do not have time to put one more thing on your plate. But one thing to remember is that lack of teamwork and morale is an indication of your culture. And it will not likely improve unless a plan and action is put into place. So since this is so important in the growth and success of your company. I encourage you to make time to focus on your culture. Below are five ideas to help make improvements.

1. Training and education. Believe it or not, most employees want to learn, grow and contribute more to their company. Sometimes, when you have an employee that doesn’t seem to be engaged in their work, it could be that they might feel like their work isn’t meaningful or perhaps they feel that they are not contributing to the overall success of the company. One way to help them feel more important is by investing in them and their future. One of the best things I have done for my team is to bring in trainer every year to train, educate and inspire. An unanticipated result of this training was that my team became more team minded and more loyal to our company. I was touched by how appreciative they were that we cared enough about them to invest in them and their future. Not sure what to train or educate in? Find out what worries them or what stresses them. It doesn’t have to even be related to their work, perhaps they are worried about finances, bring in a speaker to teach money management. What I have found is that if people can let go of some of the external stresses outside of work, they become more focused on their work. Personal growth oftentimes leads to professional growth.

2. Do you have a corporate mission, vision, value and culture statement? If you don’t, you may want to consider having a corporate retreat and letting your employees help you craft them. They live and work in your corporate culture and in reality, they are the corporate culture. You might be a little hesitant, but will likely be pleasantly surprised at the amount of insight they bring to creating your company’s mission, vision and values. In creating these things together, they will feel an important part of the foundation of your company and this will likely improve morale and build a more loyal workforce.

3. Empower your employees to make improvements and necessary changes. Many times, if you have problems, issues or simply room for improvement, your employees have great ideas to make it better. In your company, do they have a way to make suggestions or improvements? Are their ideas seriously considered? If not, you might want to find a way to incorporate it into your operations. Take time to ask your employees what could be better, ask them if they have ideas on how to improve operations or processes. There are some simple ways to do this. It could be as simple as a rounding process where you regularly ask them or you could create an employee suggestion box. Or maybe it would work best for your company to dedicate time during a staff meeting to discuss. Be careful not to be defensive and strike down ideas too quickly. One important thing I have learned over the years is that when an employee brings me an issue, they know that I expect that they also provide an idea for improvements too. Oftentimes, the initial idea is not necessarily the best idea, but it generates great conversation and oftentimes leads you to a good course of action.

4. Don’t be afraid to have fun at work. Find reasons to celebrate and be together. Make it a habit to celebrate birthdays, important milestones and accomplishments. It doesn’t have to cost a lot of money. Have a potluck or have everyone pitch in for take out. The important part is that everyone get together and recognize each person’s contributions and accomplishments. What you want is to create a culture where everyone feels like family. Imagine letting someone in your family’s birthday go by without acknowledging it, you wouldn’t do that. Well, you shouldn’t do that at work either. You will likely find that treating co-workers and employees like family will make them want to perform better and contribute to a better team environment.

5. Annual Celebration with team building events. Find a good time of the year, preferably around the same time each year, to celebrate your employees, your company accomplishments and show appreciation. Consider creating a venue by renting tables, tents and chairs. Invite family and promote fun and team building. Party rental items such as inflatable bounce houses or inflatable obstacle course rentals offer employees a chance to unwind, but still building teamwork. Fun activities help relieve stress, which lead to a more relaxed and more productive workforce. I encourage you to make it a big event. Consider inflatable rentals and team building activities. One of the biggest benefits of having a big event is that employees get to show off their strengths that they may not go use in the workplace. You may see hidden leadership and problem solving skills emerge.

Great Teams Vs Mediocre Teams

I have worked with many different teams over the last decade, with people from various walks of life, and there is one attribute, one trait, one characteristic that stands out above the rest in making a difference between a great team and a mediocre team. Of course, there are things such as patience, respect, and ability to adapt. I’m not diminishing the value of these character traits, but if I could only identify one thing that separates great teams from mediocre teams, it is this.

Look at Lebron James or Richard Sherman. Regardless of how you feel about these athletes, they have one thing in common: they are always trying to be better than they were the last game. They watch videos of their performance and they study their sport and become masters of it. They have personal coaches they meet with to develop their skills. Isn’t that how we want our teams in our organization to function?

They say that a chain can only be as strong as the weakest link. This is true for our teams as well. The weakest link on your team isn’t necessarily the least skilled nor the least intelligent — although it could be. The weakest link is the team member who doesn’t care to better them self. These people are complacent with their current skill level, don’t take constructive criticism, and buck at any opportunity to grow (conference, training, coaching). These people actually annoy me a little.

But maybe they are actually unaware how they come off. Maybe they don’t understand why it is important to continually grow their skillset. Maybe all it takes is for you to sit down with them, have a little one-on-one coaching moment, and share your organization’s vision. And if that doesn’t work, then maybe they need to take a little break from your team… a permanent break.

So what is the difference maker? The difference maker is great teams are full of people who have a desire for growth and learning. This desire for growth shows humility. These team members understand that they don’t know everything and that they are willing to surround themselves with those who know more than them.

One strategy that I have started incorporating in with my teams is one-on-one coaching. This allows me to discuss any challenges my team members may be facing in their job and how they can take their next step toward success. Coaching also builds deeper influences with team members as they see that you genuinely care about them and their success.