Relationship-based team building | Ulteig
An important component of office culture is the relationships between team members. There are several ways that you, and your managers, can. Building strong intrapersonal relationships within your team creates a work company's bottom line and makes your entire team more valuable to management. Relationship Building among Team Members. By Exforsys | on March 22, |. Relationship Management. Typically, in a work setting, every working individual.
If you are paired up with another work colleague on a project, you are already called a team. Regardless of the population of the members and diversities in a team, building a relationship is a crucially important factor grounded on teamwork.
Team members who develop a common strategy in working such as using a discussion in the interaction process or assigning tasks are manifesting teamwork. Individuals work together by sharing individual objectives and eventually come up with a unified goal. Being a part of a team also entails commitment in the job and the responsibility.
In order for a team to be harmonious, a good working relationship has to be established. Bringing Out the Best in a Team Each individual in a team has talents and abilities that can contribute to a solid work relationship which is needed to be productive in the job. As a team, members have to identify who excel in technical expertise, who are keen in problem-solving and decision-making, and who are adept in active listening, giving good feedback, and conflict resolution.
Identifying these skills helps a team perform effectively.
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This is otherwise known as team synergy through a coordinated effort of performing these abilities. Diversities even in skills and talents are common. But sharing these skills for the benefit of the team can build a solid work relationship among the individuals. Team-exercises and discussions help bring clarity and context to idealistic concepts like ethics and social responsibility far more effectively than reading the theory, or trying to assimilate some airy-fairy new mission statement dreamed up by someone at head office and handed down as an edict.
Ensure that team-building activities and all corporate events comply with equality and discrimination policy and law in respect of gender, race, disability, age, etc. Age discrimination is a potential risk given certain groups and activities, and particularly so because Age Discrimination is quite a recent area of legislation.
While this is UK and European legislation, the principles are applicable to planning and running team-building exercises anywhere in the world, being consistent with the ethical concepts.
Corporate events and social responsibility Also consider the effects of team building and corporate events in terms of effects on employees' families and people's broader life needs. It is easy to become very narrowly focused on the organization and the community within it, without thinking of the families and social needs outside.
Alcohol is another increasing area of risk for organizers of team building and conference events. An employer's duty of care and potential liability at corporate events traditionally was fulfilled by ensuring no-one tripped over the electrical cable for the overhead projector. Nowadays organizations have a deeper wider responsibility, which is progressively reflected in law.
Team Building & Intrapersonal Relationships
Alcohol and discrimination are big issues obviously, but arguably a bigger responsibility for employers is to the families and social well-being of employees, which impacts directly onto society as a whole. Today's well-led and ethically-managed corporations understand that divisive treatment of employees' partners and families undermines loyalty and motivation of employees, and creates additional unnecessary stresses for workers in close loving caring relationships, especially for young families, which have evolved a strong sensitivity to such pressures.
Thwarting or obstructing people's instincts - evolved over millennia - to be with and take care of their partners and young families is extremely destructive. Employers who have a blatant antipathy for these crucial life needs of their people are therefore socially irresponsible.
Inevitably strong work commitments put pressure on employees' families and partners. This is particularly so in big modern corporations where travel and lengthy absence from home is unavoidable in key roles.
How to Build Positive Relationships Among Your Team Members
Modern ethical socially responsible organizations should be doing whatever they can to minimize these effects, not make them worse. Where possible employers should reward partners and families for their support and loyalty, rather than alienate them by creating selfish staff-only events. Laws are not yet clearly defined about the employer's liabilities arising from such situations, however there are clear principles e.
Moreover, fostering a healthy work and home life balance tends to make organizations run smoother and less problematically, notably in areas of grievance and counseling, stress and conflict, disputes and litigation, recruitment and staff retention, succession planning, company reputation and image. Risks and dangers of socially irresponsible events and activities I was prompted to add this item because I received a question about the implications of running a staff-only dinner dance at a conference event.
If you are considering a staff-only social event - especially at night, involving alcohol, dancing, overnight accommodation - or you are wondering generally where to draw the line between working relationships and intimacy, or between fun and irresponsible risk, these observations might help you decide.
Implications and risks of organizing socially irresponsible events concern chiefly: Stresses on partners and families, and thereby on staff too, if partners are excluded from intimate social events. Problems, accidents, incidents arising from alcohol.
Impacts on performance, management distraction, and staff retention arising from the above. Risks of litigation and bad publicity arising from any of the above. The risks of running a socially irresponsible corporate event are emphasised if you consider a scenario containing the following elements. Encourage employees and team members to form smaller teams to a specific project, task, or goal.
Working together on a project is a great way for people to get to know each other better.Team Building—Creating and Managing Effective Teams
This is a great way to get a conversation going. Friends do other things together besides work. Spending time with people shows them that they are important to you.
Building strong intrapersonal relationships within your team creates a work environment that is more conducive to working together and getting things done. Joel Garfinkle is recognized as one of the top 50 coaches in the U. Visit Joel online at Garfinkle Executive Coaching.