Team building activities and residentials are one way to get your staff working together and to their potential. Lots of businesses overlook team bonding exercises either because of the expense or the time cost that it involves but the most successful companies take full advantage of it and reap the rewards long-term.

Key Benefits of Team Building

ActivitiesBetter Communication

Communication between staff and departments is the key to success. Team building exercises encourage staff to communicate with each other to complete tasks and solve problems. By putting people in a fun and relaxing environment outside the workplace, you will encourage everyone to relax, be themselves and open up to others.

Increased Productivity
Better communication and collaboration will have a positive knock-on effect on productivity levels. By working together on a common goal, duplication of work is decreased, there is less friction and resistance, and therefore better output from each staff member.

This is one of the most sought-after goals that employers look to achieve when taking part in team-building activities.

Improved Morale
One of the top benefits of team-building activities is improved morale in the office. An enthusiastic and positive workforce that feels they are cared for will radiate that feeling throughout the office, creating an environment that is nice and fun to work in.

Team exercises and games that improve morale can help break down barriers between employees and give ideas to bosses as to how to create and keep a good atmosphere in the office.

Increase in Motivation
Taking part in something new and exciting such as a team bonding exercise increases staffs motivation as they know that they are being cared for and will be rewarded for their good work.

This increase in motivation should help improve productivity levels, morale, and confidence in each other’s abilities.

Leadership Qualities Identified

Employers and managers can identify leaders within the workforce while taking part in team-building activities as they take control of problem-solving tasks and positively work with and encourage other members of the team.

While taking part in a team game such as ‘Blindfold Shape Game’, leaders will communicate effectively with everyone and find solutions to get the correct answers.

Creativity is Encouraged
Activities such as raft-building encourage staff to think and get creative while designing their raft that must float on the water. Encouraging the workforce to be creative and use their initiative can have amazing effects on an organization as staff will feel trusted to think outside the box and find solutions to potential problems.

Fresh ideas can keep a company ahead of the pack and opens a wide range of possibilities.

• Increase in Confidence Levels
  Team building days can increase employees’ personal confidence and also confidence in their colleague’s abilities. An increase in confidence will give your workforce the inner courage to express new ideas and depend on others within the group to be able to complete tasks that are necessary to make a company successful.
• Improved Mental Health
  Problem-solving challenges and physical activities are good for people’s mental health. By proving that you are capable of completing challenges you will gain a huge boost in confidence and self-esteem.

Getting out and taking part in physical activities is also a great way to clear the head and feel healthier which will have a great impact on a person’s mental health.

Outdoor activities benefit health in many ways including reducing stress and anxiety, and this will help make staff much more productive in the workplace.

Improved Physical Health
Giving your staff a day out of the office where they aren’t sitting at a desk all day is a great way to promote improving physical health. Team building activities are much more active than typing emails and making phone calls all day!

Businesses cannot function if their staff are missing days because they are physically unwell and that is why promoting good physical health through team building is important.

Responsibility
In a team-building game, every member of staff has to contribute otherwise, they are letting the team down. Team games reinforce the responsibilities that everyone has and this will hopefully manifest in the workplace.

Trust
Getting to know your work colleagues better personally helps to develop trust. This is a major benefit of team-building activities as people in the workplace will know each other capabilities and interests, leading to better collaboration with tasks and improved morale.

Respect
While working together on problem-solving tasks and team games, a level of respect is gained between employees because they can see that their colleagues are there to help them and they can also identify skills and qualities that each other have.

Lots of fun!
Creating a fun environment between colleagues and teammates can help in so many ways from staff turnover and sick days to productivity and in turn, profits. Team building is a whole lot of fun and it is a great way for staff to see another side of their colleagues that they may not normally see at work.

As you can see, team-building activities are not just for a jolly day out of the office – they are in fact an essential part of the business and a brilliant way to get your staff motivated.

Here are specific L&D challenges you may encounter that working with a training company can help you overcome:

• Limited budget: To work well with a limited budget, prioritize employee goals and where they fit into long-term organizational strategies to prevent wasted effort and cost overruns.
• Alignment with a corporate vision: Get clarity from corporate leadership, and maintain consistent and quality communication throughout the planning process to ensure all parties are on the same page.
• Insufficient metrics: Key performance indicators (or KPIs) are essential to assessing the effectiveness of your L&D program. Use the information you gather to communicate a positive impact to leadership with data to back you up.
• Outdated content: Industry trends and standards are changing all the time. So, too, should your content. Regular updates to content should be a common-sense part of your L&D program.
• Decentralized L&D: L&D can often feel like an organization in and of itself within the broader environment of a company. While many different stakeholders may be involved in the process, L&D teams are often isolated from the settings that would help them perform their jobs better.

How can a training company help you address these challenges? With a focus on people and process.

People

Each employee is an individual with specific preferences and goals. They may be unwilling to take time away from urgent tasks to make time for training unless they see the benefit of training. Working with a dedicated outside training team will show your organization that you take employee development seriously. A planned, structured program tailored to your organization’s needs will make it easier for employees to work training into their schedules and promote a culture where career development is a priority. Here are some tips to accomplish this goal.

• Begin at the top. Managers should look at each employee in terms of his or her long-term potential. Keeping good people and helping them climb the career ladder internally is a smart business decision. Unfortunately, many businesses don’t have the bandwidth or expertise to successfully develop high-potential employees. That’s when a training company can make all the difference.
• Build consensus. It’s tough to achieve employee buy-in if the executive team is not on board. Gain stakeholder buy-in by communicating value. Focus on the importance of choosing an L&D partner that will deliver a strong return on investment and be well worth the time and effort.

Process

Once employees have an understanding that professional development is part of their job, make it easy for them to get the training that they need to be successful on the job and move forward by selecting an L&D firm with a track record of success and a program that can be customized to your company’s goals. Here are some tips.

• Seek engagement. Engagement is a cornerstone of the L&D process. Learners should be engaged before, during, and after a training program. Engaging learners can include generating awareness and excitement, communicating value before an event, providing engaging experiences during the training, and following through after the program is completed. Outsourcing training ensures that your team will work with individuals who have devoted their careers to training people and will approach the task with energy and enthusiasm.
• Manage expectations. What results do managers expect, and by when? Communicate with key stakeholders early and often throughout the process to set expectations. Looping in stakeholders will help you achieve your goals and keep your project on time and on budget.
• Communicate value. The most important task is to communicate value and engage your stakeholders, from your trainees to your L&D team to management. Training benefits companies in measurable and important ways. Make sure you’re tracking and communicating that value.

Partnering With a Training Company

Training companies have one focus: learning and development. They have the expertise and the bandwidth to help you develop and retain your best people while you remain focused on reaching your organization’s goals.

Our work is transformative. Industry leaders and disruptors come to us to help them solve their most critical challenges and make their most important decisions.

That experience accelerates your career and opens the door to a world of opportunities, both at Bain and beyond. A few years as a management consultant could lead to you becoming a partner. Starting your own business. Stepping into a leadership role at an established company. Or making a lasting impact at that non-profit you love.

It all starts with helping our clients achieve results that redefine their industries.

Why do businesses use management consultants?

The management consultant will often be filling in for skills gaps a business has. It can be much cheaper to source external help than to hire new individuals or even a team to manage a project or task.

A consultant is likely to have expertise in a certain area, which a business may not have internally. Plus, they can focus on the project on hand without getting distracted by the day-to-day running of the business. Consultancies range in what they provide, with larger firms offering end-to-end solutions while others may focus their expertise in a specific area. 

How does a management consulting project work?

As they are usually providing advice on a specific issue, the work of a strategy consultant tends to involve a lot of data analysis. A project will usually go as follows:

• Problem definition – What problem are we trying to solve?
• Approach – How are we going to investigate this problem?
• Data gathering – Find out everything we can about the issue
• Data Analysis – What does our data show?
• Advice – What is the best solution according to our data and expertise?
• Implementation – Enact positive change based on the recommendations

While many have tried to construct all-encompassing lists of stress reduction tactics, recent studies have shown there is no one-size-fits-all approach.

In the workplace, the employee-environment fit should be the primary focus. If it’s a good match, the employee is likely to be relaxed. A poor fit increases tension and stress.

As managers and companies, we need to examine our employees and the environments we create for them. We need to make sure we are providing an office that fits our employees’ definition of “not stressful,” not just what we think that looks like.

We have a few broad ideas that can be used to alleviate workplace stress but make sure you tailor them to your workforce. Put these ideas into action; and remember, the best strategies start with leadership’s example.

1. Encourage workplace wellness.

Exercise and healthy living are two of your best weapons against workplace stress. Exercise takes employees’ minds off the stress of their job to focus on the task at hand. It also improves moods by increasing the production of endorphins, the brain’s feel-good neurotransmitters.

Encourage employees to go on a walk during lunch breaks

Subsidize gym memberships

Bring a yoga instructor into the office once a month

Hold a steps contest among teams for those who own fitness trackers

Offer healthy snacks in the office

Employees feel valued when they think you’re looking out for their health! A study by Peapod.com reported that 66% of employees felt extremely or very happy when their employer regularly stocked the refrigerator and cupboards, and 83% said that having healthy and fresh snack options was a huge perk. Something as simple as keeping fresh fruit or cartons of yogurt in the fridge goes a long way with employees.

2. Revamp the habitat.

A lot of stress comes from the environment. Think about every aspect of your office space and what it does (or doesn’t do) for the wellness of your team. Simple things like the quality of the coffee or the height of the cubicle walls can affect employee engagement.

Update the office with an upbeat color scheme, additional plants, or new silverware. If you have the space, think about adding a ping pong or foosball table to allow employees to take their minds off of their stress for a few minutes. Any changes that increase employee enjoyment will leave them feeling less stressed.

3. Allow for flexible hours and remote working.

You hired your employees because you have confidence in their ability to do their jobs well and in a timely manner—so let them prove it. Your office shouldn’t feel like a cell, but rather a place that facilitates getting a job done. Let your employees know that their job is defined by the quality and timeliness of their work, not when they punch the clock.

Allow your employees to work remotely and give flexibility for start and end times. This freedom is great for office morale, and the policy shows employees that you trust them enough not to babysit.  

4. Encourage social activity.

Employees spend a lot of time together, and the more comfortable they are, the less stress they will feel. As co-workers get to know each other, expectations and communication barriers are broken down, greasing the wheels for easier future interactions. 

5. Create quiet time.

Stress can’t be completely avoided, but you can help alleviate it when it arrives. Ensure your employees have a place where they can take a break.

Our research shows that more than 80 percent of disengaged and hostile employees preferred the opportunity to have stress-relief breaks, such as a nap, massage, or required break. A small room, a lounge space at the end of the hall, and even an outdoor bench can be perfect places to find refuge from the chaos of the daily grind. Think about longer, retreat-style vacations, which can serve the same purpose.

If your organization can afford to do so, consider implementing “No Meeting Mondays” or something similar, essentially blocking off time for employees to focus on their individual tasks and keep from getting bogged down with meetings or overwhelmed by a heavy workload.

6. Provide onsite or distance counseling.

Many companies have also begun providing counseling as a way for employees to help deal with stress; in a recent study, almost half of workers felt they needed help in learning how to handle the stresses of their jobs. This strategy—in or out of the office, in group settings, or individually—can help employees prepare for what stress will come their way.

7. Recognize your employees.

Employees love being praised for a job well done and recognizing their success results in a serious boost in engagement. Each employee has a different personality, so be mindful when considering how and when to recognize it. Some employees appreciate a call-out during a meeting or praise in a company-wide email, while more reserved types might prefer a card on their desk or a thank you in person.

However, you choose to recognize, that your employees will appreciate that you are aware of their success and want to share it with others. This makes them happier and more comfortable, in turn lowering stress levels.

1. Set realistic goals. You may have heard this before but setting SMART goals can help organize how you approach different achievements. You can use SMART goals not only for long-term goals but for smaller ones as well. If you need to, use a goal-setting worksheet to help plan your process. SMART stands for

1. S – Specific
2. M – Measurable
3. A – Achievable
4. R – Realistic
5. T – Time-based

For example, if your long-term goal is raising a grade over one semester, then you can set a SMART goal for each of your study sessions. You can measure out the time to study a specific subject for four hours with 15-minute breaks (time-based), in one afternoon (realistic). This plan seems achievable!

2. Have a support system. The people around you are important and help you respond to challenges. You’ll want to surround yourself with people who care about you and your well-being. If you find it helpful you can ask people, you trust if they can help you keep track of your goals and check in on your progress from time to time. They can also help you if you start to feel overwhelmed.

3. Recognize your roadblocks. Do you know what’s holding you back? You might be surprised that there is something keeping you from achieving your goals. This “something” might be a lack of skill in one area, or a quality you may not realize may be holding you back. If you’ve worked with someone on a task before, you could ask them what might be holding you down. It’s important to reflect on yourself and how you start your work so you can think of ways to improve.

4. Be nice to yourself. Take care of your health and see yourself in a positive light. You may make mistakes or not get the result you wanted, but these are all learning experiences that will help you grow. Practice positive self-talk and talk to yourself the way you want to be, not the way you just happen to be at this moment.

5. Celebrate the small and big victories. If you completed a goal, whether it’s big or small, it’s still an achievement! So be sure to take some time to take a break, maybe treat yourself to your favourite meal or go out with friends. You earned it! When you’re done celebrating, keep up the motivation by setting another goal and keep growing!

What Makes a Leader?

What makes a leader, though? Are they born? Is it a learned skill? Which leads to the question, what exactly is leadership — a unidimensional concept? A dynamic, ever-changing way of being? All important questions but the most important thing to remember is that yes, leadership skills can certainly be learned and imbibed (but more on that in just a bit). Before we get to how a motivated individual can learn the skills to be effective stewards of companies, businesses, or people are multifaceted, it is important to first gain some insight into the different facets of being a leader.

“Micromanagement is a bad habit, not a leadership skill.”

While every person would certainly have their own way of leading, there are certain traits that are the bedrock of an individual’s leadership skills. Leading a team, project, or organization is not concentrated in a single skill set. In fact, it is a culmination of many different skill sets. An effective leader needs to have:

• Decisive: Possess the ability to be fearless and confident when it comes to decision-making
• Focused: Have a clear focus on the job at hand and a focus on the bigger picture
• Motivator: Bring out the best in their team and have the ability to know and cultivate the different skill sets of those who they lead
• Realistic: Have self-awareness when it comes to one’s own strengths and weaknesses
• Perceptive: Be open to accepting and implementing inputs from subordinates who make a valid contribution
• Forward-thinking: Always have an eye on the future of the industry and a finger on the pulse of current trends

A Glimpse at Some Leadership Styles

Leaders are those who help develop leadership skills in their team members too. And there isn’t a hard-and-fast rule of leading that spells success, no single mantra that works across the board. The styles of leadership that have been adopted to corral their teams throughout history are varied. Be the leader you want to work for.

#1: Authoritarian Leadership

As the title suggests, this is a one-man/woman show where the relationship is top-down—the leader assigns the job and the employees or team members follow through with them, no questions asked. In the business world, start-ups adopt this kind of leadership. For start-ups, a centralized power structure could benefit the company’s overall goals and objectives. There could be some advantages if the leader is honest, well-informed, and knowledgeable. It cuts out the red tape in decision-making to a large degree and concentrates responsibility on one person.

#2: Participative Leadership

In direct opposition to the preceding style, participative leadership is all about a more flattened hierarchy. It is rooted in a democratic approach, where everyone is a stakeholder in the decision-making process. Its biggest drawback is that it can lead to too many points of view fighting to gain dominance. The advantage, on the other hand, is that every member of the team gets to air their opinion and suggest solutions. Many business leaders have demonstrated the benefits of this kind of leadership to achieve success. For instance, Jim Lentz, the former chief executive of Toyota Motors North America, and Jack Stahl, the former president of Coca-Cola who then went on to become the CEO of Revlon.

#3: Delegative Leadership

This style leaves a lot in the hands of team members. It depends largely on self-motivation and inspiring team members to be creative and come up with innovative solutions to the matter at hand, making the most use of their skills and knowledge. Creative fields show a predominance of this style of leadership and some very successful leaders have adopted this effectively. Globally recognized investment guru, Warren Buffet, is a prime example of this, as is the founder of Intel Robert Noyce.

#4: Transactional Leadership

A transactional style of leading is very goal-oriented. The boss gives the team members a task to do and the time within which to do it. Getting the job done is the singular objective of this style. This style focuses on positive reinforcement. Militaries, politics, as well as business generally adopt this style of leadership. Bill Gates, Norman Schwarzkopf, a US army general, and Howard Schultz, former chairman and CEO of Starbucks Coffee are a few who belong to this category.

#5: Transformational Leadership

When the leadership is transformational, it changes the dynamics of the team and organization completely. There is a need for high emotional intelligence among leaders which translates into holistic development. It also fosters leadership skills among team members or ‘employees. The key ingredient for transformational leadership is empathy and a knack to predict the future.

Leading the Transformation One Step at a Time

Apart from the more obvious and quantifiable aspects that a leader should possess, there are certain soft leadership skills that are also significant contributors to successful and effective leadership. A leader is genuinely invested in the growth of his/her fellow team members. He/she inspires and motivates them to achieve their full potential, identifies their strengths, and hones their talents to become strong independent-thinking leaders.

These are all hallmarks of the transformational good qualities of a leader. A person unafraid of change, who believes in the power of human endeavor and the importance of harnessing it along with providing direction is one capable of transforming people and businesses. Steve Jobs, a creative thinker, and an intuitive leader who led by example was a transformational leader.

While these are broad categories that offer a framework to understand different leadership styles, they are by no means rigid classifications. In fact, leaders can change the way they lead throughout the lifetime of a company. While some core principles may certainly stay unchanged—confidence, decision-making ability, grasp of the knowledge of the specific field—others vary depending on the kind of role that the leader assumes, whether it is finance, strategizing, marketing, or human resource development, etc.

Nationally, less than 10% of eligible employees access tuition reimbursement programs. This is often because traditional educational models like college degrees don’t meet their needs or fit within their lifestyle. Plus, many organizations’ training programs are not well-aligned with the company’s and employees’ objectives.

Despite these challenges, the benefits of training employees far outweigh the challenge of designing an effective training program. From increasing employee morale to growing the company’s output, organizations that invest in their workforce are likely to reap significant rewards. 

The Benefits of Employee Training

Below are 10 benefits of training employees in today’s workplace, whether you’re working remotely, in-person, or a mix of both.

Reduce Employee Turnover

Employee turnover can be highly disruptive–and costly. The average cost of replacing an employee ranges from about one-third to twice their annual salary, depending on the level and complexity of their position. Doing so can also take months or more.

Offering employee training is a straightforward and effective way to reduce turnover. According to LinkedIn Learning, 94% of employees say they would stay at a company longer if it invested in their development.

Reduce Layoffs

Business priorities can change fast in today’s world. And unfortunately, that can lead to layoffs when employees’ skills no longer align with their employer’s needs. Layoffs can significantly impact morale among the employees left behind and come with the costs of severance payments and rehiring. 

Oftentimes, there are ways to avoid layoffs. Upskilling and reskilling employees for new or expanded roles that meet business priorities allow companies to shift existing talent rather than start from scratch. According to recent research from the New York State School of Industrial and Labor Relations at Cornell University, companies that invested in employee training prior to COVID-19 were significantly less likely to lay off employees during the pandemic. 

Improve Employee Engagement

Employee engagement remains a moving target for most organizations, but it’s critical for company outcomes. The research found that the companies with the highest engagement are 23% more profitable than those with the lowest engagement. And since only 35% of employees say they are engaged with their jobs, there’s plenty of room for improvement. 

Since LinkedIn Learning reports that employees who feel they have room to learn and grow at their companies are 3.5 times more likely to be engaged, employee training opportunities present an ideal tool for increasing both engagement and profit. 

Increase Productivity

Productivity is essential for profitability. And offering employee training is one of the most straightforward ways organizations can increase their outputs. Learning how to use new technologies or tools, ranging from scheduling apps to artificial intelligence, can significantly cut the time it takes to perform everyday tasks. The benefits of training employees on soft skills such as time management and delegation also include streamlined processes and reduced time wastage. 

Improve Team Functionality

Most employees work in teams, yet those teams are rarely optimized for success. To succeed, teams need complementary skill sets that help them work in a cohesive, efficient way. Identifying skill gaps in teams (for instance, a lack of writing or technical skills) can impact the productivity of every member. Team training on communications skills, conflict management, and diversity and equity can also help build trust among employees and reduce time lost to misunderstandings and conflict. 

Build a Competitive Advantage

When employees are up to date on the latest business knowledge and technology and teams possess the skills, they need to succeed, they are prepared to pivot. In today’s rapidly changing environment, companies need to adapt to new challenges and customer demands. And organizations that haven’t invested in developing their employees are likely to fall behind competitors that have. Companies with the ability to quickly switch gears to provide new products or services when the market demands have a major competitive advantage.

Prevent and Address Skill Gaps

Skills gaps are a persistent problem for organizations, and even more so in the wake of COVID-19. In fact, McKinsey & Company found that 87% of companies either have identified skills gaps or expect to experience them within the next few years. Being able to proactively address those gaps is one of the benefits of employee training and doing so reduces the risk that the company will either need to sink money into hiring or fall behind. That’s why over half of executives report that they prefer upskilling and reskilling as their approach to addressing skills gaps. 

Enhance Management

Poor management is one of the biggest drags on a company’s bottom line—according to Gallup, ineffective leaders cost the global economy over $7 billion each year. Given their impact on the company, the importance of employee training is only increased for managers. Training managers to communicate effectively, develop their employees, think strategically, and react to challenges with flexibility can drastically increase both team performance and employee satisfaction. 

Build a Talent Pipeline

Employee turnover is a fact of life. But when employees with essential skills depart, that can leave unprepared organizations in the lurch. Organizations can prevent disruptions by using targeted training to create career paths for their employees. Ideally, employers and managers partner to develop these paths, which include clear milestones and objectives for skills acquisition and promotion. In addition to its role in succession planning, the career pathing process also increases employee engagement with the company and its roles.