Employee Team Building

Employee team building has five key building blocks. These building blocks will make your team efficient, effective and profitable.

Teams that lack a strong foundation in team building will fail like GM and Chrysler. Employees team that use these building blocks will grow like Toyota and Honda. Dr. Deming introduces the concept of employee team building with the quality revolution. He said, Plan, Do Check and Act. Here are the five keys to effective employee team building.

These are the five keys to employee team building:

Common Goal

Each team must have a goal. This goal must be a SMART goal.

S is for specific.

M is foe measurable.

A is for attainable.

R is for realistic

T is for a time deadline.

The team leader needs to keep the team on task to complete the goal.


Leadership is defined by influence. The employee team needs strong leadership to reach their goal.


Communication is very important. All techniques and tools must be used. Face to face, e-mail, meetings and all tools must be used to improve to communications. Most employee team building problems come from a lack of communication.

Take Action

Employee team must take action to be successful. Change requires hard work and effort. When employee teams work together positives results can happen. Just look at Toyota and Honda as for examples.


The whole concept of Total Quality management is continuous improvement. Employee team must debrief and evaluate how they would improve their performance Written by Les Finley, CEO. For Teambulildng-leader.com

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Teach your employees time management skills Stephen R. Covey's 7 Habits at FranklinCovey.ca. 

The Ultimate Guide to Perfect Employee Performance in 5 Easy Steps

Here is how I got my Team to be loyal and motivated and more productive, making more sales while I could take time off Click Here!

Click here to visit HRDQ I use HRDQ tools for my team building meetings. I use the Jungle Escape. Teambuilding training game Jungle Escape

Jungle Escape is a teambuilding training game for employee and management development training. The team activity is an engaging and interactive instructional game that effectively improves team effectiveness. The experiential training game addresses teamwork and group process skills that affect team performance such as team planning, problem solving and decision making.

Click here to visit HRDQ A popular favorite of HRDQ clients, Jungle Escape is an excellent way to introduce or reinforce the basic concepts of teamwork. The hands-on training game presents a survival scenario to immerse participants in the learning experience and surface team dynamics. Teams learn that their airplane has crash-landed in a remote jungle. To survive, each group must build an escape helicopter using spare parts, a diagram, and limited access to a completed model.

Jungle Escape guarantees an exciting yet powerful training session. More than just a fun game, it does an excellent job at introduction group process skills and illustrating the importance of balancing planning time and execution. Groups also learn whether they operate as a Fragmented, Divergent, or Cohesive team.

Click here to visit HRDQ HRDQ offers two versions of Jungle Escape: the classic version for basic team building training and an inter-team version, which is specifically designed to help improve productivity between teams.

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Learning Outcomes
Theory and Development
Uses for the Game
How it Works
What to Order

Related Products

Learning Outcomes
Discover how teams function
Learn vital group-process skills such as problem solving and decision making
Experience the importance of balancing planning and implementation
Understand the effect of individual behavior on group productivity

Theory and Development

How Teams Function
Research suggests that the amount of time that a group allots to the planning and implementation phases of a project determines, in part, how effectively it operates as a team. Jungle Escape broadly identifies three types of teams: Fragmented, Divergent, or Cohesive.

Fragmented Teams
Fragmented Teams are characterized by autocratic leadership and/or cliques that often press the group into making decisions. Typically, one person or a minority of the team members make the vital decisions during the game. Conflict is likely to be suppressed or ignored.

Divergent Teams
Members of Divergent Teams often consider many alternatives and tend to be overly cautious in their planning. They are often unable to reach consensus and resolve issues through voting procedures, and although group members go along with the majority, there is little commitment to the plan or final product.

Cohesive Teams
With Cohesive Teams, democratic processes are used, a cooperative atmosphere develops rapidly and everyone on the team is involved in structuring the work. During game play, you’ll see cohesive teams work through conflict when it arises; generate excitement as the team work together on the construction; and experience a high degree of satisfaction with their group effort.

How Multiple Teams Function Together
Similarly, planning and assembly time are two important factors in inter-team performance. Depending on how two or more groups work together teams can be described as acting in one of three ways: Competitive, Non-interactive, and Cooperative.

Competitive Team
A Competitive Team is more concerned with the success of its own unit than with the success of the organization as a whole. They spend little time planning and focus instead on how they can win. As a result, they spend very little time assessing the other team's needs and expectations for completing the work and working together. 

Non-interactive Team
A Non-interactive Team limits its focus to its own team. They may spend a little or a lot of time planning; however, it is completed without consideration for the larger picture and the needs of the other group or team. As a result, their planning efforts are minimally effective to accomplishing the overall goal.

Cooperative Teams
A Cooperative Team shares a common goal of getting projects completed together with other groups. When planning a project or task, a great deal of time is devoted to how the groups will work together to accomplish goals effectively and efficiently.

Click here to download more information about the theoretical development of Jungle Escape.

Uses for the Game
Jungle Escape is effective either as a stand-alone activity or as part of a more comprehensive training program. Here are some suggested applications for the game:

  • Kick off a team-building workshop or seminar
  • Introduce or reinforce basic team-building skills
  • Surface group issues or concerns that block team progress

How It Works
Jungle Escape is a highly interactive hands-on instructional game that takes approximately 1 ½ hours to complete start to finish. Teams are presented with a survival scenario at the beginning of the activity. As part of an air transport crew, their plane crash landed in a remote jungle of the Philippines while on a mission to deliver helicopter parts to a secret military base. The teams task is to quickly assemble a helicopter before the onset of monsoon season. 

Teams are asked to create a plan for construction and then build a helicopter to exact specifications using toy parts. Once the team believes they have properly assembled the aircraft, team members take part in a discussion about team dynamics and offer insights gained from the activity. When scores are compared, participants learn that typically the team that took the most time to plan builds the helicopter in the least amount of time.

Learn more about HRDQ tools for team building. Click here:

Effective Team Member Profile

Organizations are finding that they can accomplish their goals and reach new heights of performance by harnessing the collective energy of teams. But arriving at these results is not easy, nor does it happen overnight. Creating a team-based environment takes a lot of effort and coordination. We know that a team is only as good as the sum of its parts, so what makes an effective team member?

The Effective Team Member Profile helps individuals understand what it takes to be a viable and potent member of a team — and how their behavior clearly indicates the extent to which they are (or aren't) effective.

The 36-item profile focuses on 6 "Effectiveness Factors": 

  1. Understanding Team Direction 
  2. Clarifying Team Roles 
  3. Showing Commitment 
  4. Encouraging Open Communication 
  5. Learning Continuously 
  6. Sharing Leadership Responsibilities

Learning Outcomes

  • Recognize the importance of individual contributions to team success
  • Gain insight into one’s effectiveness
  • Learn ways to improve performance in 6 important areas
  • Develop a plan to become more effective


The Effective Team Member Profile focuses on 6 key elements of effectiveness. The concepts underlying the 6 Effectiveness Factors are derived from a compilation of research including Larson and LaFasto (1989), Parker (1996), Riechmann (1998), Redding (2000), and Rees (1997) among others.

How it Works

Each individual creates two profiles. The first is based on the individual's own perceptions of his or her effectiveness. The second is created from feedback given by other team members. Finally, action planning assists team members in transferring what they have learned to their day-to-day efforts. Teams may also discuss their collective effectiveness and identify ways to improve overall team performance.

Uses for the Effective Team Member Profile

The ETMP is effective when used as a standalone training session as well as part of a larger program.

What to Order/Product Contents

Order one Facilitator Guide per facilitator and one Participant Guide per participant. To provide team members with peer feedback, we recommend ordering 3 Feedback Forms per participant.

Facilitator Guide includes:

  • Administrative guidelines
  • Experiential learning methodology
  • Technical development
  • Effective Team Member Model
  • Team Member Effectiveness Factors
  • Giving and Receiving Feedback (including 5 options for feedback sessions)
  • Sample training designs
  • Action planning
  • Reproducible handout masters
  • Downloading instructions for a PowerPoint® presentation

Participant Guide includes:

  • 36-item assessment
  • Pressure-sensitive scoring
  • Scoring instructions
  • Interpretive information
  • Effective Team Member Model
  • Charts for recording individual and team scores as well as feedback ratings
  • Tips for improving performance in the 6 Effectiveness Factors
  • Action planning

Find out more about these tools at HRDQ: Click on below:

At 211 degrees, water is hot.
At 212 degrees, it boils.
And with boiling water comes steam.
And steam can power a locomotive.
So many times it is that one extra degree of effort in business and in life that separates the good from the great. The beauty of 212° is not only the simplicity but also the many applications. You can apply the concept to 212° service, 212° attitude, 212° leadership, 212° kindness, 212° commitment, 212° focus, 212° perseverance and the list goes on. Whatever your passion or profession, how true it is!

Encouragement for Today

We keep moving forward, opening new doors, and doing new things, because we're curious and curiosity leads us down new paths." ~Walt Disney~

We've all seen it, or felt it, at some point in our life; how just one moment of encouragement can change a life forever. It can be the greatest gift you will ever give or receive. The power of a kind word or encouraging note can be what propels many of us forward towards our goals and dreams. The movie, Even Eagles Need A Push, is certain to help you GO FOR IT in the Today.

Need some encouragement and a bit of a push to help you define and reach your 2011 goals? An encouraging "push" could be one of the greatest gifts you receive or give this year. Enjoy this inspirational movie, Even Eagles Need a Push, to surge you forward, open new doors and to soar towards your goals and dreams!

movie link ~

Supervisory Skills Questionarie

At Simple Truths, we're proud to say that we've created over 40 short inspirational movies that over 80 million people have watched on the internet. However, this one is my all-time favorite.


Because the message is so simple, yet so powerful. If you "get it," not only will it make you a better person, but quite possibly...it will change your life.

Just click here to watch The 100/0 Principle Movie</a>, but don't forget to forward to friends and co-workers. Marc Anderson, CEO for Simple Truths, will guarantee...they'll thank you!

Watch this new movie now:

FranklinCovey has loads of organizing solutions.

"How to Build a Winning Team in 7 Days or Less"

Transforming the Least Motivated Team Into the Most Productive Team Using Proven Techniques; It's Easy When You Know How...

Dear Fellow Team Leader,

Do you want a great team… the collaboration… the productivity… and the positive work environment?

Do you want to build a great team… but don't actually know much about it? If so, then you've found the right site! The Key for an Amazing Team

That Will Outperform In Any Environment

Now's your chance to finally discover everything you want to know about team building the smart way.

Learn more now: click here now, Click Here!

Motivational Sampler Set - $ 49.95

From: Simple Truths

Delegating for Growth  (1/2 Day Program)
Delegation is one of the most valuable professional skills you can master and when done well, can be instrumental in the advancement of individuals and an organization overall. Delegating for Growth is an interactive skills training course that will help any manager to better understand the purpose of delegation, prepare for and apply the steps to delegating effectively, and learn to recover from inevitable mistakes or disappointments.  This half-day program will help to increase company-wide productivity, foster employee confidence at all levels, and develop a team-driven culture.

Table of Contents:

Instructional Design and Learning Philosophy,
Course Objectives,
Your Attitude Toward Delegation,
Why Delegate?,
Characteristics of Positive Delegation,
Barriers to Delegation,
Deciding What to Delegate,
Matching People and Projects,
Delegation Don'ts,
Begin with the End in Mind,
Identify Boundaries,
Establish Communication Expectations,
Provide Support,
Anticipate Problems,
Review Work,
Letting Employees Make Mistakes,
Help Employees Learn from Mistakes,
Action Plan,
Course Review,
Course Evaluation.

Find this tool at HRDQ:

ENGAGE: Connect at a Higher Level
Try out this great team building game today!

It's logical to think that an engaged employee is a productive employee. But did you know that the ability to engage employees goes beyond just job satisfaction? It's a competitive strategy. As MGM Hospitality President and CEO Gamal Aziz recently told Business Week, "Imagine taking 10,000 employees, and each and every one of them wanting to give more. That's really the difference between [us and] a company that has its employees just punching the clock and trying to get through the day."

Research proves it. Engaged employees are more satisfied, more productive, and less likely to leave. There are benefits for the organization in the marketplace as well. Gallup reports that engaged organizations have 3.9 times the growth rate of those with lower engagement within the same industry.

So what is the number one determining factor of employee engagement? The level of connection an employee has with his or her leader. It's pretty simple: The stronger the connection, the higher the level of engagement.

Here's a great way for managers to build those relationships and gain a competitive advantage.

The ENGAGE Card System is a new research-based training tool that offers an interactive, step-by-step framework that encourages the conversations that lead to employee engagement.

How it Works
The leader uses a series of open-ended questions that are contained within a sequential, five-level framework, each representing a different focus. Modules can be used in one sitting or broken up into two or more sessions.

Level One: Foundation (approx. 10 – 15 minutes)
The employee is encouraged to discuss perceptions regarding the organization, mission, resources, and culture.

Level Two: Environment (approx. 15 minutes)
The employee is asked to share what is important in the work environment.

Level Three: Relationships (approx. 15 minutes)
The employee discusses how to best make connections and form relationships with the leader and others.

Level Four: Strengths (approx. 35 minutes)
The employee considers and discusses his/her unique workplace strengths.

Level Five: Reflection (approx. 10 – 15 minutes)
Both leader and employee reflect on what they learned through conversation and how to best incorporate and use the information moving forward.

The ENGAGE Card System provides leaders with Self-Assessment and Planning Sheets to prepare them for the exercise. It also includes Recap sheets that serve as a summary and action plan for both the leader and the employee as they complete each step.

Uses for ENGAGE:The ENGAGE Card System has many applications, including:

New employee orientation,
Corporate transitions or re-organizations,
Assignment of roles and responsibilities.

Product Type: Game.

Objective: To assess and develop employee engagement.

Time Required: 2 hours. Learn more at HRDQ , click here now: Click here to visit HRDQ

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"How to Build a Winning Team in 7 Days or Less"

Transforming the Least Motivated Team Into the Most Productive Team Using Proven Techniques; It's Easy When You Know How...

Dear Fellow Team Leader,

Do you want a great team… the collaboration… the productivity… and the positive work environment?

Do you want to build a great team… but don't actually know much about it? If so, then you've found the right site! The Key for an Amazing Team

That Will Outperform In Any Environment

Now's your chance to finally discover everything you want to know about team building the smart way.

Learn more now: click here now, Click Here!

TIGERS Team Wheel Game

Article: Tips for Motivating Employees
Copyright 2011 TIGERS Success Series
By Dianne Crampton

How is your work environment?

As we learned in our April 14 Webinar, Building a Better Us, work environment influences employee morale, which drives productivity because it is a human drive to want to contribute and to want to succeed. This trait is most frequently seen now in Gen Y workers whose drive is often confused with entitlement-based thinking.

Ultimately it is up to the business owner and/or the management team to develop and maintain a championship work environment that drives productivity.

However, the best solutions come about when employees are contributing their ideas to solutions that make work more cooperative and, as a result, employees are more accountable for the results. This puts leaders in a facilitative position of leading from behind rather than pulling a resistant workforce to the finish line.

Let's face it, if an employee is not motivated to perform, they will not. Business owners, leaders and managers who have the best work environment understand and utilize some basic psychology behind what motivates people.

Here is a visual way to look at the psychology behind Building a Better Us.

RSA Animate developed a video of author, Dan Pink, discussing the intrinsic worker motivation. In the video, Pink discusses 3 intrinsic performance motivators that we touched on in Building a Better Us.

Autonomy - We (as people) want to be engaged in decisions that make our work environment more successful.

Mastery - We want to get better at something, to make progress. When you are able to harness this drive in your organization, motivation, engagement and responsiveness are natural out comes and come about through improving your work environment and training employees to be more successful.

Purpose - We want to make a contribution that involves accomplishing some transcendent purpose, something bigger what we can do by ourselves. Again, this concept is in alignment with what we discussed in Building a Better Us.

In an article this week, the New York Times reported that small to medium sized businesses will drive improvements in work environment and ultimately worker motivation. From my experience, this certainly has been the case in the past.

How does your organization leverage performance motivation through your environment? Let me know.

Click here for more info:

TIGERS Team Wheel Game

Funny Employee Awards PDF Create and Print Your Own Funny Awards in Just Minutes! PDF download includes 101 Hilarious Printable Certificates + 6 Blank Templates for making up your own Funny Awards! Purchase now and start using right away!..

Click here to view more details

Bottom Line Bingo!

Seriously Funny Workplace Oxymorons!

That Don’t Impress Me Much!

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