Guide to REAL Team Building & Trust Building

Pre Team building prep - What are the REAL underlying issues?

well before the teambuilding event get an external service to do confidential pre-event research in a range of areas. These may include... Resilience/AQ, Emotional Awareness / Intelligence, Team Spirit, Q20 Workplace Heartbeat, CASTLE Leadership Scan, Emotionetics Personal Energy Quotient, StressShift, TrustShift Trustability, J20 Job Inventory and Self Esteem profiles. Once completed and consolidated - process the feedback with Tableau graphical analysis to discover patterns, influences and challenges according to location, manager, race, gender, position, role or almost any other dimension measured.

I recommend: www.lifemasters.co.za  or lifemasters.za.net for the REAL team building pre event research which can be done remotely. 

Life Masters Teambuilding will design the profiles, consolidate them once completed, and do the team-infuence analysis. They will provide you with a full range of graphs, dashboards and insights as to the real underlying issues in your organisation.

Step 2 - Discover the Real Trust Factor and Trust Taxes

Through confidential, direct, face to face or telephonic conversations, the team building facilitator can begin to uncover the levels of trust, the cost and impact of low/ no trust, the individual causes of low trust and potential solutions that each participant would consider in order to begin to rebuild trust. By confidentially asking each participant on a scale of 0-10, how much they trust their co participants, supervisors, managers and leaders - you can begin to uncover the pot holes and trust taxes/ blockages that exist. Also ask participants to quantify what are the individual, team and company costs/taxes becuase of the trust issues that currently exist. This process also builds rapport with the team building facilitator and the participants, which accellerates results on actual the team-building event.

I recommend: In South Africa - www.lifemasters.co.za do the telephonic and face to face research, as well as being the teambuilding facilitators / Trust coaches on the team-building event/location. NB Consider a true personal transformation style company for this work

Step 3 - Design and deliver the Team Building Process

Now you have a current state of affairs, & dashboards for each person, you can begin to design a way forward with your team building PROCESS. On the day of the team build the phase #1 is to setup confidentiality & other agreements required for maximum participation. Phase #2 - Clarify what the participants need, & want, to have as an ideal alternative to their existing situation. Document it on the Walls. Phase #3 - Reveal to them, based upon the research, where the team is right now, & the detrimental impact it's having on all levels. This sets up the GAP. Phase #4 - setup small groups to compete to explore possible solutions. Phase #5 - weave trust building, communication, dependency, leadership and honesty games in between the process of discovering viable solutions. The core focus is to resolve broken agreements, build trust, truth, relationships, a positive vision and each persons' role in making it happen.

I recommend: That you make sure you have an experienced facilitator to act as coach, catalyst and facilitators in this part of the process. Emotions, feelings, judgments and other STATIC will be unleashed and needs to be resolved fully. WWW.lifemasters.co.za are the only people I know right now who do this properly and effectively.

Step 3 - Design and deliver the Team Building Process

Now you have a current state of affairs, & dashboards for each person, you can begin to design a way forward with your team building PROCESS. On the day of the team build the phase #1 is to setup confidentiality & other agreements required for maximum participation. Phase #2 - Clarify what the participants need, & want, to have as an ideal alternative to their existing situation. Document it on the Walls. Phase #3 - Reveal to them, based upon the research, where the team is right now, & the detrimental impact it's having on all levels. This sets up the GAP. Phase #4 - setup small groups to compete to explore possible solutions. Phase #5 - weave trust building, communication, dependency, leadership and honesty games in between the process of discovering viable solutions. The core focus is to resolve broken agreements, build trust, truth, relationships, a positive vision and each persons' role in making it happen. On the day of the team build event the phas

I recommend: That you make sure you have an experienced facilitator to act as coach, catalyst and facilitator in this part of the process. Emotions, feelings, judgments and other STATIC will be unleashed and needs to be resolved fully. WWW.lifemasters.co.za are the only people I know right now who do this properly and effectively.

Step 4 - Setup agreements and commitments @ the end

Remember this is a team-building process, not a once off event! Using Appreciative Enquiry/AI as your approach setup visions, goals, targets, actions and accountabilities and rules of engagement for moving forward. As an ending have each person step up to the front... look each person in the eyes, tell them what they can be counted on for... and that their TRUST, INTEGRITY & WORD is GOOD. Essentially setup a promise of performance founded upon 1. Clearing past static. 2. Getting to know each other better. 3. Making and holding agreemments. 4. Open and honest communications. 5, promise of engagement and performance. 6. A process of resolving issues along the way.

I recommend: During the team building that you create opportunties for trust issue resolution, appropriate touching/physical contact, resolving betrayals and broken agreements and creating a powerfully attractive vision for the team and each individual. Ensure alignment of personal and company vision and intentions.

WWW.lifemasters.co.za are the only people I know right now who do this properly and effectively.

Step 4 - Setup agreements and commitments @ the end

Remember this is a team-building process, not a once off event! Using Appreciative Enquiry/AI as your approach setup visions, goals, targets, actions and accountabilities and rules of engagement for moving forward. As an ending have each person step up to the front... look each person in the eyes, tell them what they can be counted on for... and that their TRUST, INTEGRITY & WORD is GOOD. Essentially setup a promise of performance founded upon 1. Clearing past static. 2. Getting to know each other better. 3. Making and holding agreemments. 4. Open and honest communications. 5, promise of engagement and performance. 6. A process of resolving issues along the way.

I recommend: During the team building that you create opportunties for trust issue resolution, appropriate touching/physical contact, resolving betrayals and broken agreements and creating a powerfully attractive vision for the team and each individual. Ensure alignment of personal and company vision and intentions.

WWW.lifemasters.co.za are the only people I know right now who do this properly and effectively. see  www.tony-dovale.com  and team-trust-building.com for more info

Step 4 - Setup agreements and commitments @ the end

Remember this is a team-building process, not a once off event! Using Appreciative Enquiry / AI as your approach setup visions, goals, targets, actions and accountabilities and rules of engagement for moving forward. As an ending have each person step up to the front... look each person in the eyes, tell them what they can be counted on for... and that their TRUST, INTEGRITY & WORD is GOOD. Essentially setup a promise of performance founded upon 1. Clearing past static. 2. Getting to know each other better. 3. Making and holding agreemments. 4. Open and honest communications. 5, promise of engagement and performance. 6. A process of resolving issues along the way.

I recommend: During the team building that you create opportunties for trust issue resolution, appropriate touching/physical contact, resolving betrayals and broken agreements and creating a powerfully attractive vision for the team and each individual. Ensure alignment of personal and company vision and intentions.

WWW.lifemasters.co.za are the only people I know right now who do this properly and effectively. see  www.tony-dovale.com  and www.team-trust-building.com for more info

Step 4 - Setup agreements and commitments @ the end

Remember this is a team-building process, not a once off event! Using Appreciative Enquiry / AI as your approach setup visions, goals, targets, actions and accountabilities and rules of engagement for moving forward. As an ending have each person step up to the front... look each person in the eyes, tell them what they can be counted on for... and that their TRUST, INTEGRITY & WORD is GOOD. Essentially setup a promise of performance founded upon 1. Clearing past static. 2. Getting to know each other better. 3. Making and holding agreemments. 4. Open and honest communications. 5, promise of engagement and performance. 6. A process of resolving issues along the way.

I recommend: During the team building that you create opportunties for trust issue resolution, appropriate touching/physical contact, resolving betrayals and broken agreements and creating a powerfully attractive vision for the team and each individual. Ensure alignment of personal and company vision and intentions.

WWW.lifemasters.co.za are the only people I know right now who do this properly and effectively. see  www.tony-dovale.com  and www.team-trust-building.com for more info

Step 4 - Setup agreements and commitments @ the end

Remember this is a team-building process, not a once off event! Using Appreciative Enquiry / AI as your approach setup visions, goals, targets, actions and accountabilities and rules of engagement for moving forward. As an ending have each person step up to the front... look each person in the eyes, tell them what they can be counted on for... and that their TRUST, INTEGRITY & WORD is GOOD. Essentially setup a promise of performance founded upon 1. Clearing past static. 2. Getting to know each other better. 3. Making and holding agreemments. 4. Open and honest communications. 5, promise of engagement and performance. 6. A process of resolving issues along the way.

I recommend: During the team building that you create opportunties for trust issue resolution, appropriate touching/physical contact, resolving betrayals and broken agreements and creating a powerfully attractive vision for the team and each individual. Ensure alignment of personal and company vision and intentions.

WWW.lifemasters.co.za are the only people I know right now who do this properly and effectively. see  www.tony-dovale.com  and www.team-trust-building.com for more info

Step 4 - Setup agreements and commitments @ the end

Remember this is a team-building process, not a once off event! Using Appreciative Enquiry / AI as your approach setup visions, goals, targets, actions and accountabilities and rules of engagement for moving forward. As an ending have each person step up to the front... look each person in the eyes, tell them what they can be counted on for... and that their TRUST, INTEGRITY & WORD is GOOD. Essentially setup a promise of performance founded upon 1. Clearing past static. 2. Getting to know each other better. 3. Making and holding agreemments. 4. Open and honest communications. 5. promise of engagement and performance. 6. A commitment to resolving issues along the way.

I recommend: During the team building that you create opportunties for trust issue resolution, appropriate touching/physical contact, resolving betrayals and broken agreements and creating a powerfully attractive vision for the team and each individual. Ensure alignment of personal and company vision and intentions.

WWW.lifemasters.co.za are the only people I know right now who do this properly and effectively. see  www.tony-dovale.com  and www.team-trust-building.com for more info