You can bring these Teambuilding Workshops and Seminars to your organization. We have already facilitated teambuilding seminars and workshops in many parts of the Philippines. We also entertain companies in other parts of Asia. We tailor fit our teambuilding programs to your needs. Give us enough time and we can design programs that will satisfy your needs . For consultation, you can use the contact information in this page.

Teambuilding Seminars and Workshops

Five Star Teamwork shows the five principles applied by excellent teams. Your organization can use these principles to achieve the same level of consistent performance and daily excellence. Learn more about Five Star Teamwork...

Team Solving Problems and Making Decisions provides your intact teams the opportunity to learn about and develop a solid problem-solving process that incorporates tools for problem analysis and decision making. Individuals learn how to ask questions that promote good decisions, and how to use decision grids to support their team’s approach to a specific issue. Team members will develop both personal and team action plans for improving their problem-solving and decision-making skills. Bring these teambuilding workshop to your organization today. Learn more...

 

 

Working in Teams teambuilding workshop introduces members of intact teams to the importance of teams to overall organizational effectiveness, and to the stages of team development. Participants develop a definition of high performance for their team and create a team charter, while learning methods and processes designed to support effective team behaviors. Learn more about this teambuilding workshop.

Tailor-Fit Teambuilding Programs for Best Results

Teamworkdreamwork aims to deliver the highest quality team experience-based learning programs for your organization. We bring years of expertise in teambuilding design, activities and experiential education to bear on your organizational, team and individuals needs. Participants to our tailor-fit teambuilding programs experience exciting, diverse and relevant mix of both outdoor and indoor programs that will excite any group and make their teambuilding workshop experience a memorable one.

Over the years, our team building experience has extended into many fields which include: education, banking and finance, IT and technology, telecommunications, manufacturing industries, pharmaceutical, business services, transport, consulting and local government departments. We are continuously creating new team-building programs so if you are looking for something special that is both inspirational and want to make a difference to the outcomes of your team event, please contact us today.
 
Remember all programs are flexible to support delivery time, location, budget and group size, plus our guarantee to provide you an exciting, diverse and relevant mix of both outdoor and indoor programs that will excite any team!

Our team building experiences always emphasize the benefits for your team, organisation or conference group. The diverse range of team building exercises offered encourage the individuals in your organisation to learn how to work more efficiently within the group, and maintaining a shared vision to enhance team synergy. As an icebreaker activity, a team building program provided by Teamworkdreamwork can bring your new team together unlike no other activity. We can also tailor a team building exercise to fit your desired learning outcomes; providing proper feedback to team members that they can incorporate in their future team collaboration.

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Teamworkdreamwork is a division of Growth Orientors HR Training Consultancy.

You Must Build Your Team

The great Vince Lombardi once said, “Individual commitment to a group effort—that’s what makes a team work, a company work, a society work, a civilization work.” Great organizations know that by building high-performing teams they can leverage the skills and experiences of multiple professionals, resulting in more creative solutions than those reached by individuals acting alone.

Teamwork is both an individual skill and an attribute of a culture. It can be taught to individuals and cultivated throughout organizations. Team Building Workshops can help your company train intact teams in the use of tools and processes necessary for success in all stages of team building, from early development to ongoing assessment. 

High-performing teams can provide your organization with:

1. Reduced silo building and “turf” conflicts
2. Greater innovation through multiple perspectives
3. Higher quality decision making brought to bear on issues
4. Shared commitment and help from one another
5. Increased creativity through synergy between members
6. Flexibility in changing conditions

The team-building workshops offer not just concepts about team building but provide techniques, assessments, planning guides, and other materials that make it easy to implement the concepts taught. The tools and techniques provided are practical and readily adaptable to a variety of team situations.

The team-building workshops enable operation managers, in their role as team leaders, to lead team building with confidence. These workshops teach them how to improve productivity, quality, customer satisfaction, task execution, and other important goals.

These team-building workshops are useful for corporate trainers who seek new strategies, techniques, and team building aids. The workshops provide ready-to-use materials which will supplement their expertise and can be customized to meet their specific needs.

Why Teams?

There is an overwhelming evidence that high performance organizations are comprised of high performance teams. Everywhere we look, there is confirmation that teams play a key role in enabling strong competitive performance. Organizations in both the private and public sector compete for contracts, customer loyalty, market share, scholastic recognition, and other things. There is a continuing demand to do things better, faster, and cheaper. Employees seek more control over their work lives and want to make meaningful contributions to the organizations success.

Look at what's required today for organizational effectiveness, and the need for strong team performance becomes clear. For example, organizations compete for customers in a way they never have before. Business strategies that focus on customer retention, customer loyalty, and customer partnerships are commonplace. Responsiveness, service quality, and sensitivity to customer's needs have never been greater. To ensure that these needs are met, organization use teams rather than dividing up the work between different functional units.

Second, every facet of organizational life depends upon increasingly sophisticated technology. The proliferation of information and information technologies has made it impossible for any one person to have all the expertise required. Today multifunctional teams manage these systems.

Third, competitive advantage depends upon executing tasks with simplicity and speed. To survive and compete globally, companies must develop new products or services faster. This requires responsiveness, efficiency, and flexibility. All of these must be done without sacrificing quality, or in some instances, by improving the quality of products or services. Teams that can effectively integrate engineering, manufacturing, marketing, and other functions do this best.

Finally, most organizations in the world has become the marketplace. Managing costs is a major factor in their ability to deliver products and services at competitive prices. But there is also a need for employees with multiple skills and competencies to do the jobs that need to be done. This has led organizations to restructure around teams rather than individual jobs.

The potential of teams is unlimited. The challenge is enabling teams to deliver their best. Team building is a major strategy for helping teams win.

The Value of Team Building

There are four factors that are important to remember when considering whether or not to do team building. These help ensure that time invested in team building yields result.

1. Team building does not have to consume a lot of time in order to be of value. Team building sessions of one to two days can have a major impact on a team's subsequent performance. Performance is the key deliverable for teams. This applies to teams who make things, teams who lead others, and teams who recommend things. Every team faces its own unique challenges. In spite of these differences, there are common performance essentials than effective teams share.

Every team needs a clear sense of mission or shared purpose. This describes the team's reason for existence and the interdependence that makes them not just a group but a team. Similarly, teams need specific goals. These goals are unique to the team; they are deliverables to which every team member commits. Goals give each person a focus and, combined with clearly defined roles, describe what each person contributes to the team. These three components -- shared purpose, specific goals, and clear roles -- form the foundation of the team.

In addition, teams must agree on how they will work together. Their agreement of a common and collaborative approach defines how they make decisions, solve problems, resolve differences, share information, and do other things that enable them to work together effectively.

Both new teams and teams that have been in existence for a while can use a short, one day to two-day team-building process to put in place all of these essentials of team effectiveness. A two-day investment in team building is fundamental to the success of a new team. New teams accelerate their progress and development by using team building to establish purpose, goals, roles, approach, and accountability agreements. Teams that are struggling often find that one of the essentials of team effectiveness needs to be addressed. Doing so through team building gets the teams on track.

2. Team building needs to focus on strengthening team performance rather than promoting team environment. Team building is much more likely to benefit team when it is designed to achieve specific performance results that meet the needs of the customers, employees, and other key stakeholders. Team building for the sake of creating a team environment or promoting teamwork without more specific goals generally falls short of projected performance impact. Just as teams need a reason to be a team, so team building needs a purpose that is worth the time and investment.

3. Typically, team building is most effective when led by an external trainer rather than the team leader. In most cases, it is beneficial for the team leader to work with a trainer, either from within or outside the organization to lead the team-building sessions. It is important for both the leader and team members to be fully engaged in the team building process. Someone must also ensure that the session meets its goals, the discussion stay on track, and that everyone participates. It is difficult for the team leader to play both roles of participant and facilitator. Often, the manager tends to dominate the sessions and drive for quick resolution of issues. Conversely, there are times when the manager takes such a passive role that the team feels lack of concern or real interest. Working with a trainer, managers can be active participants, using their energy to create a productive and worthwhile sessions for everyone on the team. The trainer takes responsibility for leading discussions, keeping the session on track, and engaging everyone's participation. Together, the manager and trainer ensure team building is successful.

4. There must be a commitment to team building. Like everything else that is important to team's success, the team leader and the team members must commit to the team building process. Team building is a series of events and commitments. Although the two-day session is the focal point, the team must be willing to diagnose the issues, to work on resolving them, to implement the agreements made, and to seek to upgrade their performance continuously.

Team building usually results in a change the way team members work, both individually and together. It is important that everyone on the team understands this and commits to making the necessary behavioral changes. For example, a leadership team responsible for managing research and development activities used team building to set strategic priorities and realigned the responsibilities of each manager's work unit. Prior to the team-building effort, there was considerable overlap and duplication of work. In fact, each manager was apt to work on strategic initiatives independently and competitively. This meant the team as a whole needed to be successful in order for any one manager to be successful. The shift from competition to collaboration required a major change in the way the individuals worked together, shared information, and made decisions. It was not easy to change but the team believed the benefits where worth the effort. The commitment that resulted was dramatically improved execution and greater ability to influence subsequent R and D priorities.

When to Do Teambuilding

Team building begins with a perceived need. The success of team building depends upon establishing that it is the best way to meet the identified need. Both operating managers and trainers may wonder, are there factors that indicate a need for team building? Obviously any type of breakdown in teamwork is an indicator. But team building can also enable vigorous performance in meeting strategic challenges. You need team building when you are going down. You need team building as you go up!

Download this Issue Identification Assessment.

Signs of Team Distress

Signs of team distress exhibited by team members also indicate a need for team building. The following represents various dysfunctional behaviors that divert individuals from doing the work of the team. The more widespread these behaviors, the greater the urgency to do team building. These signs of distress are manifested by the following symptoms:

• Irritability that diverts attention from work
• Decreased communication
• Reduced trust
• Decreased directness and openness
• Defensive behavior
• Protective behavior
• Blaming others
• Reduced risk taking
• Poor decision making
• Absenteeism
• Apathy or lack of interest
• Undermining other's efforts
• Complaints about lack of empowerment
• Increased conflict
• Complaints about other team members
• Avoidance of team interaction

The manager must determine if these symptoms are widespread or only manifested in the behavior of one or two team members. When symptoms are widespread, team building can help uncover and address underlying issues. Otherwise, the manager needs to address these symptoms on an individual basis. It is important to remember that deeper issues cause these symptoms. A thorough understanding of the deeper problems is important and guides the design of the team building session.

Do you think that building your team is essential to your success?

Jef Menguin can help you identify your needs, set your team building goals, design and facilitate your team building workshops, and provide your followthrough programs. Having conducted various team building programs since 1996, Jef Menguin understands that you need a unique program. Team building principles are universal but the people in your team are definitely not the carbon copy of the people he was with last week. You and Jef Menguin will collaborate to ensure the success of your team building effort.

Strengthen your team. Bring Jef Menguin to your organization today. Make your first move. Use the form below.

Effective Team Traits

• The team has the right balance of skills, ability and aspirations. People can and do express themselves honestly and openly. Conversation about work is the same both inside and outside the organization.
•  Mistakes are faced openly and used as vehicles for learning and difficult situations are confronted.
• Helpful competition and conflict of ideas are used constructively and team members have a pride in the success of their team. Unhelpful competition and conflict have been eliminated.
• Good relationships exist with other teams and departments. Each values and respects the other and their respective leaders themselves comprise an effective team.
• Personal relationships are characterized by support and trust, with people helping each other whenever possible.
• Meetings are productive and stimulating with all participating and feeling ownership of the actions which result from the decisions made. New ideas abound and their use enables the team to stay ahead.
• Boss-subordinate relationships are sound, each helping the other to perform each role better, and the team feels that it is led in an appropriate way.
• Personal and individual development is highly rated and opportunities are constantly sought for making development happen.
• There is clear agreement about and understanding of objectives and of the roles which the team and its individual members will play in achieving them.
• External help will be welcomed and used where appropriate.
• The team regularly reviews where it is going, why it needs to go there, and how it is getting there. If necessary, it alters its practices in the light of that review.
• Finally, communication is effected up, down and across the organization and with the outside world.

All of this means that `work' is a happy place to be; people enjoy themselves wherever possible but this enjoyment is conducive to achievement, not a barrier to it. People get satisfaction from their working lives and work is one of the places where they meet their needs and aspirations.

These characteristics can be seen as the raw materials of effective teamwork. They can be viewed as 'building blocks' because they are what we can use in a very practical way to build effective teams. Stated as simply as possible they are -

Build Your Team Today!

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