Team building is the foundation of strategic management.  Success is the product of strong team work in an organization.   Team building brings out the best in each member of a group in order for them to work closely in finding solutions to any crisis.  In team building, one minimizes the communication gap among members because they get to know each other better by learning about their strengths and weaknesses, thereby improving rapport. This makes the workplace agreeable, and eventually it increases productivity.

Team building aims to promote a group’s maximum performance.  One team building expert believes that every individual has something to offer, but more can be done through “synergistic partnerships when more than one person is involved.”  Recognizing team building efforts is the first step to strengthening an organization.  In order for such efforts to succeed, management may hire a consultant.

The team building consultant should be a skilled researcher, facilitator and communicator, to whom the organization must make its goals clear.  There are many ways to do this, from a simple acquaintance to complex imitation activities like group dynamics.   The team building consultant interacts with each member in order to know their needs and wants, strengths and weaknesses, the basic profile of the participants and most importantly their expectations.  After which, the consultant prepares a report of her findings and recommendations, and a proposal for the organization’s consideration. 

There are various team building courses and seminars. Some of these are:   building team work through individuals; corporate culture change; indoor or outdoor setting activities; games for kids and adults; system thinking games and; experiential to practical approaches.  There is also a team building course for executives.  Let us not forget that executives have different priorities compared to managers or the work force.  Time is their priority.  Executive team building is more complicated, since it is not easy for facilitators and trainers to win the trust and confidence of senior managers.  The most appropriate approach for executives is the “retreat” type, which is invariably held at well-appointed venues.  Another approach is the one-on-one, face-to face coaching.  The main objective is focused on the effects and end results. 

The bottom line is having fun at work. Both rank-and-file employees and management must learn to love their work, appreciate the relevance of their jobs to their personal lives, and thereby approach their respective occupations with a healthy attitude. For at the end of the day, an organization’s success is measured not only by its products but by the quality of its workforce that either runs like a machine or performs like a team.