Leaders Are Your People Paying the Personal Price of Working For You

I believe the fish rots from the head.

I believe profit is hoarding.

I believe people join a company and leave because they don’t feel valued and seen as a unique human.

I believe culture change must start at the top.

Spend time in any workplace like I do as a company culture architect and you start to see some patterns emerging. Patterns like hidden codes, unspoken ground rules and culture drags. These patterns though they may seem small in isolation create a cultural legacy that overtime can see the downturn of departments and whole companies. Ignore them and perish!

I get it. As a leader, manager, supervisor or HR specialist your job is to create a high performance culture that is also a great place to work.

You’ve done all the employee engagement surveys, had tool box talks, sent people off to training and retreats, hired coaches, deployed team software and given bonuses and rewards, yet your culture still ain’t so hot. What’s with that?

What if I told you that the hidden codes, unspoken ground rules and culture drags unless addressed would kill your chances of ever building a rock star culture? It’s true. The drainers like politics and backstabbing, drama addiction, staff turnover, and lack of procedures all have the same source – and I hate to break it to you. It’s likely to be you!

You see you can’t really change your workplace culture and build a high performance team until you change the focus from being on making the owner and the company richer to making the lives of your people enriched.

If this is not your current modus operandi then I can guarantee you – either now or later your humans will be paying a very personal price. Their disengagement, presenteeism, late for work, late for meetings, lack of accountability behaviour is psychosomatic. There’s a bigger issue going on here.

To change your culture, and change it for good, you as the CEO, owner, manager or leader must be willing to be vulnerable, to have raw and real conversations and to get help from the outside.

Ultimately you have to #startwithU.

With your open mind, generous heart and help from others you can make people management a driver of growth instead of an obstacle.

In my experience and in all the culture change, brand improvement and leadership development programs I have seen that without full buy-in from the top (and I mean all players and yes that means you too CEO) then all attempts to change will be hampered, held back and hindered. The culture and tone is set at the top and then is embraced or rejected by the individual humans within the organisation.

Leadership is not about managing widgets and reading the balance sheet, it’s about personal growth, your growth. Great leadership and empowerment begin with your open mind and heart. First you have to discover your unique power and use it and then you have to discover your employees’ unique power too.

What’s the Take Away?

Take a look at your culture – do your fish heads stink? Are you suffering from too many M&Ms (managers and meetings)? Are you treating people as Human Resources rather than just Humans?

What experiences of cultures, the good, bad and ugly have you had? Have you seen any culture change programs try and fail? If so what contributed to the failure? I’d love to know – share your thoughts in the comments section below.

Are You A Good Leader for Your Organization?

Leadership is something that is a fundamental part of a society. It does not matter what country you are in or what business you research – somebody is going to step up and take charge. Although leaders are needed in all segments of society, that does not mean everyone is a leader.

You have heard that leaders are “made and not born.” That statement is 100% true. Leadership is taught. Sometimes it is taught “on the job” and other times it is a more formal education. But nobody is “born a leader.” That is the claim of some third world dictators who try to put their family into all of the power positions. But in the free world, leaders are identified by what the “do” and not by their pedigree.

As a matter of fact, some individuals are not made to be leaders at all. They just do not have what it takes to be leaders. They are followers. If everybody was a leader, no work would be done. Too many chiefs and not enough Indians and nobody eats. The way society picks its leaders varies. Sometimes, military leaders also make great business leaders. Sometimes not. Sometimes great business leaders make great political leaders. Sometimes not. Sometimes great military leaders make great political leaders. Sometimes not.

So, what leadership role are you going to play in your life?

Some people have a personality type that seems to want to “take charge” in various situations. These people can become leaders very easily with the right training. Without the correct training, they will be referred to as “arrogant” or “stuck on themselves” by their subordinates.

Some people who take to leadership and receive the proper training can be very effective in their roles in society. They can lead change in their business. They can effect positive gains in society because people are willing to follow them. You can identify these potential leaders by just sitting back and observing their interaction with others. They take charge on the ball field; they always respond first in classes; they take the lead when things need to be accomplished at work. These people are very active in life and enjoy “tweaking” things to make them better!

But, not all leaders come naturally. Many must attend formalized training to develop the skills necessary to become a successful leader in their choice of career field and in society as a whole.

Some aspiring leaders will take classes to become leaders (U.S. Military Academies; ROTC programs; Business classes, etc.). While all of this sounds simple, do not be fooled! It takes a lot of work to become a successful leader. If you are taking classes, you will not become a successful leader by sleeping with your books under you pillow! It will take hard work to learn how to interact with others and allow them to “decide” to follow your lead.

Because leaders are selected by those who they are leading (even in the military, Law Enforcement, etc. – just because someone has the rank does not mean they have the respect of those they “lead.” Respect only comes from demonstrated ability to lead. Especially when people are going to trust their life to the leader) it is important the leader knows the job he is expected to hold.

Some leaders will emerge during times of emergency. Their actions during times when everyone else is in shock or under stress will draw people to them. They are taking charge of the situation long before anyone else even reacts. Their cool head in the high stress situations allows them to see what needs to be done quickly, to save lives and property.

While other people are freaking out, crying, panicking or simply sitting in one place because of shock, a leader will step up and begin to help the injured, organizing search parties, etc. Even without the formal training offered to leaders, some people do posses the personality to take charge.

That does not mean they should automatically be made into leaders once the emergency is over. But it could mean this person has the ability to become a great leader, with the appropriate training.

Part of a leaders job is to identify those under his or her authority and begin to train them for the next level of leadership. This is probably one of the more important roles a leader has to perform. For as the current leader prepares for succession and promotion, often, a deciding factor for your superiors will be “who takes over when you are not longer there?”

It would be a tragedy if you were passed over for a promotion because you were “protecting your job” so much that you failed to prepare someone to take your place so you could be promoted.

Leadership is the basic, fundamental principle that drives every facet of society. It really does not matter where you live or what organization you are a part of. Leaders emerge. Leaders step up. Leaders prevail.

Do You Trust Your Team When It’s Crunch Time?

I still remember the first time it happened.

The first time I went home on a Friday night thinking, “We don’t have a show.”

You see, for roughly 15 years, Saturday was show day for me and my team. Every Saturday, we’d fill the studio with 175 audience members and tape an all-new show that would be broadcast, just an hour or so later, to about a million people in the Pacific Northwest and British Columbia. And it didn’t matter if we were ready or not.

I was, literally, producing under pressure.

Saturday morning was when we would write all the last minute, topical material, like the opening monologue. Friday, though, was when we put together all the other pieces – many of them pre-taped – that we’d been working on throughout the week. And I still remember that first week when, in the editing room, I realized that our big opening piece – the one I was hoping would carry the show (since some of the later material wasn’t our strongest) – just wasn’t cutting it.

And so I went home, quite late, thinking, “We don’t have a show.” It was panic time.

Over the next 15 years, there would be several Fridays each season when I’d go home thinking “We don’t have a show.” But there was no (or very little) panic.

Why? Why, in the same situation, was my reaction so different? What got me through the challenge those later times?

The same thing that got me through it the first time.

My team.

I had, through a stroke of luck and a little bit of skill, surrounded myself with a powerhouse team that I could bank on to come up with the goods when it was crunch time. This team included future Oscar nominees, sitcom stars, and household names.

The reason for my early panic was that I hadn’t yet realized that I could trust these brilliant writers and performers to deliver the show. But they -we – always did. Every week. For 15 years.

So here’s the tough question. Do you trust your team? Do you know (and I mean really know) that they’ll be there for you when the going gets tough? When the pressure’s on? When it’s crunch time?

Look, producing under pressure is tough no matter the circumstance. When it’s crunch time, you want your team to be your battle armor, not your weak link. So perhaps it’s time to take a cold, hard look at your team. Can you count on them? Do they have your back? And, most important, do you trust them to deliver when it really counts?

QUESTION: What’s one thing that you, as a leader, have done to set your team up for success when it’s crunch time?

Metaphors Gone Wild: Quarterbacks and Decisions

“If you’re a quarterback,” Tom Brady of the New England Patriots maintains, “you want everything on your shoulders. You want to be the one to make the decisions.” Quarterback or ordinary decision-maker, we have all felt the burden of decision making. The metaphoric football reaches touchdown status only through a combination of the right people, the right conditions, and the right decisions.

Emotion regarding some decision can get in the way of clear thinking. Just consider what Tampa Bay Buccaneers coach John McKay says about emotion: “Emotion is highly overrated in football. My wife Corky is emotional as hell but can’t play football worth a damn.”

A more analytical method–but not one overly dependent on numbers–may serve you well, whether you are making solo or team decisions.

Data alone should not be all we rely on when making important decisions. McKinsey and Company urges moving beyond the dependence on quantitative information alone. The world-recognized management consulting company emphasizes the value of examining Style, Skills, systems, Structure, Staff, Strategy, and Shared value.

Other experts recommend identifying the long-term issues facing the organization. This critical first step has far-reaching implications. The identification may mean having strategic-review meetings that involve frank conversations with the ultimate decision-makers.

Clearly, there are numerous approaches to reaching the right decisions. Identification is vital though–many experts believe it is better to have the wrong answer to the correctly defined problem than having the right answer to the incorrectly identified problem.

Many decision-makers pride themselves on having a “golden gut”-that is, they make decisions based on their intuition. There is nothing wrong with doing that if you know for certain your intuition is more than 90% accurate.

The best decision-makers can shun “certitude” that often proves to be false. They give credence to the estimates that 50% of the assumptions we make are incorrect. Here is a simple way to test the accuracy of your intuition. Just answer “true” or “false” to each statement on the following page using only your “gut reaction” to guide you.

1) The tiger is the second largest species of the cat family.
2) Tigers can reach a length of up to 9 feet and weight as much as 400 pounds.
3) Among the many subspecies are the Malayan tiger, Siberian tiger, Bengal tiger, South China tiger, Sumatran tiger, and Indochinese tiger.
4) The tiger is no longer endangered, thanks to human efforts.
5) The majority (around 80%) of tiger cubs live to become full- grown tigers.
6) When tigers congregate, the group is known as an adulation of tigers.
7) Tigers fear the water.
8) White tigers are the figment of writers’ imaginations.
9) Tigers have their most successful hunts when they run together during the day.
10) Most of the tigers in the world today are in the wild.

Give the quiz to your team. Their responses will help when you are making decisions as a group. If there are truly intuitive individuals on the team–someone with a perfect score–consider their “gut reactions” seriously. If the team has wildly diverse replies, this very lack of unanimous thought suggests a more unified approach may be needed. Instead of a group vote on the best decision, there are more structured decision-making approaches available to teams.

Here are the answers to the tiger quiz:
#1 False (The tiger is the largest cat.)
#2 False (It can grow to 11 feet and weigh 660 pounds.)
#3 True
#4 False (It is endangered because of hunting and the destruction of its habitat.)
#5 False (One-half of the cubs don’t live more than two years.)
#6 False (They are known as an “ambush” of tigers.)
#7 False (They are actually fairly good swimmers.)
#8 False (They exist-one in every 10,000 genes will produce a white tiger.)
#9 False (They are most successful at night, when they hunt individually.)
#10 False (Most are held as pets and in zoos.)

The African proverb that asserts, “I would rather be a tiger for a day than a lamb for one hundred days,” suggest an aggressive approach to decision-making, not a haphazard or acquiescent one. Take the seven “s” words into account when you–working alone or collectively–have important decisions to make.

Benefits of Real-Life Escape Rooms for Corporate Team Building

Corporate Team Building – Benefits of Real-life Escape Rooms

Ever given thought to how you can make the 9 to 5 grind a little more exciting for employees? As we know, the entire idea of showing up at work can get a bit routine, and even cause them to feel they’re just numbers that need to be checked off in the computer’s system. If you feel like this is going on in your company, we recommend you give team building a shot. Corporate team building is an excellent way to build morale, and the activities don’t have to be boring. Speaking of activities, escape room games are sure to get their adrenaline pumping and encourage them to collaborate and work together as a team – what could be better than that?

It’s incredibly easy for employees to develop great team building skills when they participate in escape rooms. Essentially, the rooms demand players’ cooperation and each participant needs to do what they can to make their team successful in escaping the room. In a nutshell, escape rooms provide fun and challenging activities that will cause team members to collaborate and bond.

Here are some of the amazing benefits of escape rooms for team building

1. Better Problem-solving skills
As we know, office work is more like a cycle – it’s always repetitive. That said, it’s incredibly easy for employees to get super bored and that’s bad for business. At times like this, you’ll want to put team members in engaging situations outside the regular tedium. For the most part, escape games require good problem-solving skills and critical thinking, thus making it necessary for employees looking to increase their creativity and ability to think outside the box.

2. Boosts Productivity
It’s also good to point out that escape rooms have a way of increasing morale among employees – one can only expect such since the games are fun and exciting. Essentially, team members with improved morale are more likely to do excellent work for their company thus boosting productivity.

3. Fosters Effective Communication
For starters, good communication is critical to making it out of the escape room on time. In other words, it’s incredibly important to pay attention and listen to the view of other players if you want to be successful. The good thing is, this quality can be transitioned into the workplace thus improving the smooth running of day-to-day tasks.

It’s also good to point out that escape games require players to communicate in different ways and such styles are a bit hard develop in other places. So, if the employees can successfully develop these skills they’ll be able to use them to support the good cause of the organization, and that’s huge.

4. Define Roles Within the Organization
Another great thing about an escape room is that it helps employees discover their role in the company. In the course of the game, they’ll get to figure out if they’re right problem-solving or great at leading others to success. Whichever the case may be, their discovery will work great for the team and organization as a whole.

5. Company-wide Collaboration
There’s a good chance that you’ve never said a word to some folks in your workplace regardless of how much you’ve seen them every day for two years. The good news is, team building in an escape room can help bridge the gap between coworkers who find it hard to interact on normal work days. This is a great way to take day-to-day collaboration to the next level.

And that’s it! These are our five top reasons why your organization should engage escape room games right now. It’s now all up to you to join the movement and work toward the success of your organization.

When you have completed our team building activities, you will understand what can be accomplished when everyone pulls together for a common goal.

Clueless Escape Rooms are exciting, intellectual, and unique – But more importantly, the most memorable work event your employees will ever attend!

Book your escape today and find out for yourself.

How To Find The BEST Entertainment Manager For Your Corporate Event

As a corporate event planner, you’re looking for the one thing that will bring your attendees back to the office ready to shoot their efforts into high gear with some high caliber education and knowing how to get the job done. But don’t you really want them to be motivated too?

What Makes A Great Event In Las Vegas Or Anywhere?

Entertainment is the baseline of any event, whether you’re in Vegas, or Los Angeles, or some other incredibly magnificent city. The fundamental base of your event hinges on the entertainment.

Your Event Guests Remember The Entertainment!

The food maybe exquisite, and the lessons learned maybe spectacular, but the entertainment set in a spotlight, with glam appeal will be the diamond in the rough of any event. Ambiance during the entertainment may keep your attendees in check, balanced, and aware of the incredible entertainment before them, but they’ll remember the music, the faces of the band, and the details of what’s on stage before they recall the color of their tablecloth.

Where Do You Find Great Entertainment?

We searched great entertainment for corporate events on the Internet and came up with a list of qualified organizations that sponsor the best entertainment. The results were pretty interesting. Sometimes the top rankings in the industry were at the top of the screen, other times near the bottom. For some searches, the best entertainment managers were listed on page two or three. So just a blanket search isn’t enough. You’ll need more.

When You Find The BEST Entertainment Manager…

You’ll want to know why they’re the best!

The secret to knowing who is the best entertainment provider comes in testimonials, visibility, view factors that are usually easily and readily available when you look at their website. The entertainment manager will pay the same attention to detail for you that they pay on their website:

1 – Check for Quality.

Is their website managed well, organized, and purposeful? Do they offer plenty of information about their bands, the best deals, and their profession? Do you have a sense of professionalism from their entertainment management website? Can you identify some clear goals and indication that they know what they’re doing based on their site?

2 – How Long Have They Been in Business?

Randomly, a new company will have it all together and present themselves as capable. But seriously, do you want to risk it? Couldn’t you imagine a website owner with some high quality content, graphics, and details that have been there a while, being a better choice?

3 – Customer Satisfaction

There it is… The one thing that makes a huge difference to you. When your selected firm offers insights into older performances, you’ll know you’re in good hands.

Young Leader Leading A Team Of Senior Members

“I am aware that I’m surrounded by people who feel that they could do the job better”

First things first. Leadership is not about knowledge.

Subject matter expertise is not a prerequisite for good leadership. Sure, its important, especially in middle level leadership position but it’s not a precondition.

So, if I a young leader assumes his authority, comes from his knowledge and then tries to establish his/her authority with while leading senior members, he/she will constantly be playing catch up and be setting up themselves to constantly play catch up.

This one particular line from the trailer of THE CROWN web series (about the life of Queen Elizabeth II (Claire Foy) from the 1940s) is very intriguing.

“I am aware that I’m surrounded by people who feel that they could do the job better; strong people with powerful characters, but for better or worse the crown has landed on my head”

A few things a young leader can keep in mind when leading a team of senior members maybe;

1. BE AUTHENTIC: Posturing by way of using the position to establish authority will never earn true respect. When a leader is true to him or herself interacts with the team from their true nature earns the team’s respect in the long run. Trying to be someone else never works. Authenticity also comes from transparency and open sharing while only withholding that information that is not meant to be shared with the team. Knowledge is power here when shared not when kept a secret.

2. BE INCLUSIVE: I have seen many young leaders, using their position and decision making authority as a tool to counterbalance the lack of seniority of age or knowledge. They assume being unilateral in decision making and keeping the team guessing, they are demonstrating power, when in fact they are not earning true respect. By being consultative, a leader shows respect for the knowledge and experience of the team and the team reciprocates with equal or more respect for the leader.

3. BE TRUSTWORTHY: What works for Peter should work for Paul. This might sound counter-intuitive as senior members may demand differential treatment from the rest of the team. But respect should not be confused with favoritism. When a leader holds his or her ground and applies the same rules to everyone irrespective of the person’s seniority, then he might face some heat initially but if they hold on to their standards consistently, soon, the senior members will learn the respect the leader based on what he/she DEMONSTRATES and only based on POSITION.

Top 5 Fun & Creative Corporate Team Building Ideas Every Organization Should Incorporate

“Teamwork is the ability to work together toward a common vision. The ability to direct individual accomplishments toward organizational objectives. It is the fuel that allows common people to attain uncommon results.” –Andrew Carnegie

True that! An organization and its success are undoubtedly incomplete without a team. Every company needs to motivate its employees to work together. However, as a common saying – all work and no play can make us dull. It is necessary to initiate corporate team building activities in every company that brings all employees closer and makes them work together and experience all ups and downs by holding hands.

Team building ideas create bonding in a team, eliminate stress at work, and let them know each other personally apart from the professional boundaries. In this piece of content, we would love to share with you some fantastic corporate team building ideas that can take your company to a new level, in terms of success and positivity.

1. Fun cooking

It is not so important whether your employees know cooking or not. Fun and togetherness are more important than anything. Therefore, plan a day and enthuse culinary team activity which will, in turn, initiate leadership skills and team building. You can make small teams, let them pick up any food category, and then the fun game begins.

2. Karaoke night

Singing, dancing, and taking everything out of your mind and heart – this is one of the best ways to build your team. You can plan a party cum karaoke night and motivate everyone from your company to sing and enjoy. This is one of the best ways to bring introverts out on a podium and let them free out.

3. Boot camps

This is another interesting and excitement-loaded activity for corporate team building. Besides fun, there are many elements that you can come across with this activity such as problem-solving, tactical survival, and also team dynamics. A great outing can be planned in which participants can enjoy being outdoors and participate in fitness related games. Isn’t it amazing? Then do plan it quickly!

4. Photo booth

Nowadays, almost everybody loves to take pictures, so why not make a creative photo booth at your office and let your team enjoy taking interesting snaps. You can make partners or teams, and give certain expressions to them to pose – and you know the result – the best picture will win the game. It is an enjoyable activity and gets the employees closer.

5. Board games/sports

Hosting board game or sports event on any weekend in the company can be entertaining and fulfilling for the team. It is healthy for the mind and body, and also for the team. Such activities are a blend of competition and companionship.

You must have been excited by now? If you want to feel the thrill then try planning out all the mentioned activities one by one and bring your team closer. So corporate – sail together & drown together (pun intended!).

Effective Leadership Qualities You Need To Be Successful

Being an effective leader is more than just “barking out orders” and expecting everyone to accomplish every task successfully. Just because you are in a position to “give order” does not make you an effective leader. A true leader is able to help other people develop their leadership skills and gain their leadership confidence while accomplishing team goals. A great leader is able to lead his or her team of subordinates, regardless of what the situation is. Good or bad, a leader still leads. There will be good times as well as bad times. There will be times when it seems everyone and everything is coming against you at the same time. But a good leader will never succumb to the pressure. A good leader will never allow his or her subordinates to see them waiver.

Do you possess the required skill set to be an effective leader? Let’s find out.

1. Honesty: Team member want to work for someone they can trust. Someone they can come to in a time crisis and not be made into the scapegoat, just to keep the leader “looking good.” The foundation of success is honesty. You need to have the moral integrity to always be honest with your subordinates as well as yourself.

2. Ability to communicate clearly: Your team needs to understand what you expect from them and what your goals are. In order to achieve any level of success, you must be able to communicate clear, concise instructions and have the ability to give good, accurate and constructive feedback without embarrassing or belittling someone publicly.

3. Confidence: You must appear confident at all times and in every decision you make. Your team expects you to know what to do, how to do it and when to do it. If you are not able to appear confident in a high pressure decision, they will not be confident in your decisions either. You need to set the example for them to follow. If you have the ability to display confidence in difficult situations, your team will have the confidence to achieve the desired outcome as well.

4. Inspiring: You must inspire your team to achieve every goal and to do so even when you are not around. You must be inspired to be your best at all times and then inspire your team to be their best at all times. Everything you do, you must be confident and inspirational in all you say and all you do.

5. Positive Attitude: A good leader will display a positive attitude in every situation. Your team will pick up any sign of negativity in any given situation. Negativity will spread like wild fire – and will just as hard to extinguish! In addition, the “scorched earth” could be your business! And it will take a long time and a lot of effort to rebuild the Positive Attitude that you quickly lost. NEVER let them hear you complain – about anything! You should express an interest in your team members personal lives, goals and aspirations as well. This will help you to build the positive attitude you desire to have prevalent in your team.

6. Be Decisive: This goes hand in hand with being Confident. Effective leaders have the ability to make impactful decisions that will leave a positive influence upon the team they lead and the business you are in. People want to follow someone who is confident, has their well-being at heart and is able to make good, effective decisions.

7. Be Conscientious: When you show interest in your team members, if one is going through a hard time in some area of their life, show some empathy for them. Offer to help them (if possible) with some time off, or offer to arrange for some type of external support if appropriate (Red Cross, counseling, etc.). Whatever you do – do not discuss any team members personal problems with anyone else in the organization. If you do, even in confidence, word will somehow get out that you cannot be trusted.

8. Be Organized: In order to be an effective leader, you need to be organized. You need to be even more organized than your team members. You need to have the neatest office; the cleanest car; clean clothes every day. Your office should show your personality as well as your organization skills. This will help you to develop other leadership skills, which we have already discussed, in the eyes of the team.

9. Have a Sense of Humor: When appropriate, displaying a sense of humor will help you to create a positive work environment that will assist in effective team building. You do not need to be a “comedic clown” – but you should show a positive sense of humor when you are not having a pressing situation. When things are going well and the situation is in a “relaxing” moment – reacting to something funny someone says and laughing along with everyone will tighten the bonding between you and your team.

10. Be Creative: Think outside the box. A great leader will not always think “this is how we have always done things before.” Your team will look to you to be innovative when a problem presents itself. They will look to you for guidance. They will look to you to make the decision to try something new.

11. Be Open: Encourage your team members to share their ideas with you and with the team. Some of the best ideas came from subordinates that eventually became policy in some of the largest industries today. Evaluate suggestions and pick and choose which to try.

12. Accept All Blame: Whenever something goes wrong, NEVER put blame on the team and especially NEVER put blame on any other individual. Great leaders always accept the blame for their team when things go bad. That take me right into the next item –

13. Always Give Credit to the Team: A good leader NEVER accepts credit when things to well. A great leader always gives the team the credit for victories – especially in the eyes of superiors. Doing this will endear you to your team and they will be willing to do more for you in the future.

As you can see, an effective leader must possess many different qualities. You may have all of these right now. Or you may have most and you have identified a few to work on. Even if you have all of these qualities, I can guarantee you, you are stronger in some areas and weaker in others. Those other areas are the ones you need to work on. Nobody can be 100% in every area (go back and read the section on “honesty” again)!.

Work on all of these areas and you can become a great and effective leader. You will go on to accomplish great things as you build your team around you. Come back and review these things on a regular basis. Work on the areas you are weak in and always strive to make improvement. That is how you can become an effective, successful leader.

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.


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.