Team Building Facilitators in Mindanao for Result-Oriented Companies
Managers’ Choice for Team Building in Mindanao
Results-driven managers may allow you to play Spider Webs, Trust Fall, and Obstacle Courses at some time. But they want you to outgrow them. These team building games are the same-old, same old games offered by amateur team-building providers clueless about improving team performance.
Begin with the end in mind. Focus on business goals, changed behaviors, and winning mindsets. You can have great fun while learning.
Wise managers think different and play bigger.
I have been helping corporate managers in the Philippines design and facilitate great team experiences. We bring our result-oriented brand of team-building experience in Mindanao.
Team Building Experience in Mindanao
Wise managers demand EXTRAORDINARY RESULTS, not just games or team building packages. This is why they get the help of professional team building facilitators. One of the sought-after team building facilitators in the Philippines is Jef Menguin.
And Jef Menguin is offering his service to the leaders in Mindanao.
This means that he will personally design and deliver team building programs in Mindanao — and train those who want to become professional team building facilitators. Find out why wise managers pick Jef Menguin’s brand of team-building facilitation every time.
New Team Experiences Can Be Game-Changing
Today’s workplace faces many problems.
Many employees are disengaged; they are too busy coping with stress and deadlines that they don’t have time to plan for team building exercises that improve performance.
Too many things keep falling the cracks.
One department head won’t cooperate with another. Managers find themselves spending a huge amount of time mediating subordinate disputes. Such symptoms often lead prudent managers to realize that it’s time to hold another team-building exercise.
Unfortunately, one-size-fits-all team building packages can’t help you. Contrary to popular but wrong belief, team building isn’t an event or a series of activities.
It is the responsibility of team leaders to build teams every day.
A team-building event cannot make organizational problems disappear. In fact, most team building programs that many of us have experienced can only provide away-from-work intramural experiences.
However, well-planned and excellently-executed team building experiences can provide your team with many benefits.
High-performance teams get things done better and make things happen. Although most team-building efforts are geared towards building a stronger relationship, the real purpose of team building is to help a team fulfill its purpose.
Yes, the first measure of a successful team is its ability to deliver what it is created for. Professional team building facilitators can help.
Executive Team Leadership
Teams fail to achieve the highest potentials when leaders do not know how to work with other leaders.
Most executives are members of several teams that are made of peers who have different functions in the organizations.
They belong to senior management teams, commercial teams, marketing teams, research teams, product teams, project teams or ad hoc teams formed around specific and immediate initiatives.
Cross-functional teams are typically charged with developing and driving the implementation of the organization’s strategic directions.
Solve Big Problems
Executive teams are tasked with solving big problems for the organizations.
Yet, many executives do not practice collaborative communication, problem-solving, and decision-making skills.
Either they do not know, or their environment does not encourage them to practice collaboration.
Team leaders are either your best or worst team players. They are also your best and worst models for everyone in the organization.
Many executives are trained as individuals to win against all odds. Sometimes, they see other members as hindrances to their goals.
This is why some executives compete against each other.
They compete with each other instead of helping your organization compete with your competitors.
This attitude forces them to give more importance to competition than cooperation, to be on top of the organization, rather than to lift up your organization.
They model what you hate the most.
Ineffective team members cannot be effective leaders.
Executives can only preach what they practice. They cannot give what they do not have. If they do not know how to synergize efforts with their peers, the best that they can do with the teams they lead is to mouth words like teamwork, unity, cooperation, service, and collaboration.
You know when they are doing it wrong: they complain much about their members. They do not coach employees. They do not motivate. They do not empower.
You can’t allow these problems to continue.
We expect that leaders know how to work together. They would not be in their leadership positions if they were not high performing individuals. Besides, every leader must have mastered the soft skills necessary to become team leaders.
Well, the soft stuff can be harder than you think.
Many cross-functional peer-to-peer teams find problem-solving and decision making naturally difficult.
For example, while the Vice President of Engineering is typically well equipped to provide clear direction and produce compelling and analytically sound decisions, his or her skills are usually functionally bound and mostly authority-based.
When these persuasive and knowledgeable functional advocates come together to shape or govern the strategic direction of their companies, they find their collaborative skills inadequate.
They must collaborate.
The collaborative leadership skills required in the peer-to-peer environment are often inconsistent with functional leadership.
We must recognize that in many organizations, the environment encourages competition, not cooperation and interdependence, among departments.
Leaders measure his success based on the rank of his or her department in the accomplishment of key result areas. They hoard information. They give false information so as not to give other departments the opportunity to outrank them.
This attitude is not everywhere but it has its cousins and sisters that stunt corporate growth.
Develop team leadership.
The usual culprit, of course, is that organizations do not have a rational team leadership development program outside of their annual company outing.
They think that team building is not an opportunity to improve work, but to not think of work.
We believe that every team building is an opportunity to clarify and cement leadership. Of course, very few organizations really think that executive team building is necessary.
Executive team leadership is your most important team-building intervention.
Five Star Teamwork
Teamwork is essential for organizations to succeed. Team-based organizations have recognized the multiplier effects of high impact teams.
Organizations create various kinds of teams. They have service teams, management teams, task forces, quality-assurance teams, self-directed work teams, product-development teams, project management teams, et cetera.
Organizations must harness the power of teams.
But there are ugly teams, good teams, effective teams, and great teams.
What separates these teams from each other five commitments.
In this two-day team building workshops, your team will be given opportunities to develop the Five Commitments of Great Teams.
Every member of the team must join this team building program. Members of newly created teams will benefit the most.
Commitment to Each Other
How do the members of that team behave? How do they interact with each other? What kinds of things do they say? What do they believe?
We Filipinos value malasakit. We believe that great teams have members who care for each other. That we are not on this alone.
We seldom get into this kind of team. But we know that commitment to each other transform a good team into a better team, a better team into a great team.
Using games and activities, your team will be able to
Identity the 3 factors that drive mutual commitment,
Assess your individual teamwork skills,
Learn how to develop teamwork. and
Commitment to the Mission
We have an inherent need for purpose, for meaning, and for direction. Team members get things done when they know the tasks they need to accomplish serve a meaningful purpose.
To become successful, we need targets to shoot at, roadmaps to follow, guidelines to keep on track, and a vision to realize.
Five-star teams have mission-oriented members.
They are clear about their goals, they fully trust that other members are accountable to their results, and they align their individual actions to the achievement of their mission.
For members of great teams, the mission is more than something merely to abide by, it’s the embodiment of their personal values – it’s something to believe in … and something to live by.
Using group activities, participants will have the opportunities to
Craft personal mission statement
Co-create team mission statement
Declare commitment to the mission
Commit themselves to action
Commitment to the Customer
You are in business because you provide solve the problems of your customers. You provide high-quality products and services.
Creating remarkable customer experiences requires a team effort.
Wow! is not just a mantra for great teams.
Wow! is a lifestyle.
This is why for great teams, delighting customers is everything. They live it. They breathe wow! They are grateful for the opportunity to serve customers.
Using games and team exercises, participants will
Empathize with customers.
Start using Wow! as a mindset.
Think of happiness plus one every time.
Create strategies for excellent customer experiences.
Commitment to Turn Conflict into Collaboration
Employees put in a high-pressure environment require constant interactions. Conflict comes with pressure.
Employees are human. They are emotional by nature. They get cranky. They have ideas and personalities that clash with each other.
Conflict is inevitable. Great teams know this.
In fact, great teams experience more conflict than any other teams. Because the higher “the bar” – and more intense the zeal – the greater the potential for friction.
Passionate, action-oriented people are more likely to step on proverbial toes. As a result, team members experience their share of tension.
Ironically, however, the same combination of passion and commitment that produces occasional spats is also what provides the motivation to address issues quickly and collaboratively.
Through games and team exercises, participants will be able to
Identify obstacles, their impact on results and relationships.
Practice assertive communication.
Turn conflict into collaboration.
Commitment to Drive Results
Most jobs have some repetitive and mundane aspects – for individuals and for the teams they comprise.
While some teams are created for special, short-term purposes (new product launches, new system installations, etc.), most exist to handle the daily, routine tasks necessary to accomplish the organization’s mission.
And missions don’t change all that often. What we do is what we do. We did it yesterday, we do it today, and we’ll do it tomorrow.
Sure, we try to make improvements … we strive to do our jobs better and faster, but the nature of our work tends to remain the same.
For average teams, that can pose a significant motivation challenge over time. Repetitive tasks can be boring – if you allow them to be.
But great teams rarely make such allowances.
They have growth mindsets. For them, routine work is not a problem – it’s their mission … their opportunity to shine.
What is important to them is to drive results.
Using games and activities, the teams will be introduced to
- How to get things done every day.
- How to keep people motivated.
- Every member must join.
The team-building exercises will be for two days.
I have conducted team building workshops with similar objectives for 150 persons.
I believe those with less than 40 participants will get the highest impact.
Participation is mandatory in order to receive the certificate of completion. (Not everyone needs the certificate, but full participation is always required. No observers.)
Participants who miss more than two hours of the entire program will not be eligible to receive the certificate. We start and end on time.
So, when you want to develop five-star teams — and you need the services of professional team building facilitators of Business Innovation, contact me.
I will help you.
Members of your team cannot commit to something they don’t know.
Everyone must understand the purpose and vision of your team. It is common in many Filipino organizations that employees do not know the reasons why they are doing the tasks that make up their jobs.
Trabaho lang, walang personalan. You must have heard of this before.
Unfortunately, teamwork requires that everyone get things personal.
Everyone must pull in the same direction and be aware of the end goals from the very beginning.
Clarify your team goals so your team members fully understand where your team is going.
With clear goals, you will help your team know when they are successful. Teamwork gets easier to build this way.
When goals are clear, everyone develops a sense of ownership. They also trust that everyone supports the same goals.
Clear goals foster team unity. Unclear goals, confusion.
Even teams with very passionate team members get negative results when they are not clear about team goals. Unclear goals are the less obvious cause of team conflict.
In these team-building exercises, we will help you ensure that team members are clear about your business objectives and team goals.
How We Deliver Purpose-Driven Teams
Much time, money, and energy are lost when everyone on the team is not aiming for the same outcome. Motivation and enthusiasm evaporate.
Most team building programs fail because they do not clarify goals. Another reason is that amateur team building facilitators give more attention to conducting team games.
This team-building workshop will help improve the commitments, motivation, and performance of your team members.
How to Measure Success
Help team members identify measures of team effectiveness important to the team and the organization.
Encourage members to develop means for assessing and reporting measures of a team’s effectiveness.
Provide a means for team members to keep track of team effectiveness.
Members participate in one or two team games. They’ll also accomplish TeamScores Work Sheet.
How Expectations Affect Performance
Demonstrate the impact of both negative and positive expectations on performance.
Encourage participants to consider how expectations affect the extent to which they reach their goals.
Participants play High Jump or Breaking the Records. They tally their scores, then participate in team debriefs.
How to Accomplish Goals Together
Develop cohesion within the work team.
Explore the dynamics of team task accomplishment.
Participants play High Performance, then accomplish processing guides.
The team-building exercises will be for six to eight hours, depending on the size of the team.
This team-building workshop is best for less than 40 participants.
Participation is mandatory in order to receive the certificate of completion.
Participants who miss more than two hours of the entire program will not be eligible to receive the certificate. We start and end on time.
When the event is held outside of Metro Manila and Calabarzon, the client is responsible for the transportation and accommodation of facilitators.
I work with clients in designing and implementing team development programs that are aligned to their business objectives.
Each month, I have opportunities to speak about teamwork and team building for company strategic planning, culture building, and sales rallies.
If you need a purpose-driven team. I recommend that you get the services of the professional team building facilitators of Business Innovation.
I will help you.
Build Play Bigger Teams
Team Facilitators must help you enable your teams to play bigger. You don’t play games that make 90 percent of your team members losers and a few winners. When you design your team experiences like traditional competitions, you are solidifying a fixed mindset about winning and performance.
So, it is wrong when some say that play works. In the hands of amateur facilitators, play can be a waste of time and harmful. This is why wise managers pick professional facilitators all the time and misinformed looked for team building packages.
I talk more about this below.