- Create good will—not hate. It is up to all of us. This requires communicating—not isolation. “Peace on earth, good will toward men.” What does this really mean? Sometimes it feels like it means just to the people who are like ourselves—not everyone. Kindness doesn’t cost a thing, but unfortunately it is not always given freely.
- Remember that “Talk is cheap”—this is a positive statement as well as a negative one. You can use it for good or bad—it’s up to you. How often have you thought of something nice about a person—but failed to tell them? All the time. Why is that? Also—we are quick to recognize mistakes and slow to appreciate doing well. This is true at home as well as in the workplace.
- Whatever happened to just being happy to receive a gift? Now everyone is judgmental and returns things, exchanges things, etc. I can understand if the sweater does not fit, but the weird object d’art that someone chose for you—just graciously accept it and be glad they even took the time to think about you.
- Be glad that you are in a position to give. And remember that giving does not have to involve spending money. I feel sorry when I can’t give everyone what they would like to have at Christmas—including the expense expectations that I think they have. We all need to get over it. I should feel good about giving anything and not continue to figure out how much I spent or didn’t spend on each person. We can’t help it.
- We need to slow down. Too many fatal accidents and too many mistakes are made because we are operating at a faster and faster pace. This also increases stress and blood pressure. It would be a lot healthier if we gave ourselves more “cushion”—and not pack every day as full as possible.
Co-workers walking on eggshells (from East Bay Times on 7/18/16)
DEAR AMY: I have worked closely with a co-worker for five years. She can be warm and generous, is a hard worker and is always the first to volunteer for projects.
She is also incredibly sensitive and thin-skinned and often perceives slights in benign comments. When this happens, she flies off the handle. She has stormed out of meetings in tears and snapped at coworkers. She recently said something hurtful about a colleague (presumably meant to be funny).
I have stopped defending her, but because I think her behavior is atrocious, now and then I still “run interference” in an attempt to prevent her from melting down and to protect others’ feelings.
She often wants to vent about how she has been mistreated and asks for advice about how to handle these imaginary insults, but she rejects any actual help and seems to only want to be told that she is right and others are wrong.
Colleagues and I are constantly walking on eggshells around this person, and we resent it.
DEAR HOSTAGE: You have kindly run interference for your co-worker for years, smoothing things over for her, so that she will be shielded from the consequences of her actions. No doubt you have done this for her because you are a genuinely good person who wants to protect her and others from her actions.
Emotional bullies get the best of people by making others check their own reactions. Over time, this can make things much worse.
If she is acting out, don’t offer help or advice. Never “protect” her from a meltdown. If she is venting to you and asks for advice, tell her, “You ask for advice but you don’t seem to actually want it. I’m confident you can figure this out.” If her unhappiness and behavior at work interferes with her (and others’) ability to do your jobs, then it would be time for a supervisor to offer her a course correction.
Corporate Games added comments…
Notice this particular sentence: “She has stormed out of meetings in tears…” This means that she is acting out publically at her own “team of co-workers.” There are probably many such meetings of the team—and why this behavior is not specifically addressed at the meeting shows a “fear of conflict.” If team members are uncomfortable with this behavior, they can do several things:
- Ask the team leader to set ground rules for the meetings that include appropriate behavior. For example: 1) Be respectful of each other. 2) Encourage different points of view but challenge the concept or idea—not the person. 3) We are all adults and emotional outbursts are not acceptable. 4) Be mindful of time. 5) Stay on topic. 6) Work toward resolutions not endless discussion.
- Address her previous behavior/outburst at the next meeting: “We want to acknowledge the breakdown that occurred at our last meeting. It is unproductive and uncomfortable for everyone. What can we all do to insure that this doesn’t happen again?”
The workplace is a team effort. There will always be problems. Team members should work together to find solutions—not shrink from adversity and retreat to the comfort of silence.
If you are new to managing a team or not good at managing your present team, here are some great tips to help you succeed:
1. Pay Attention to the Culture of the company and blend with it. Observe how much people do or don’t socialize. The overall dress code- casual or suit and tie. Do people prefer emails or face-to-face conversations. Come in early and observe how people behave.
2. Don’t be Arrogant and assume your way is the best way. Listen and learn. Take time to understand how things work before you start making changes.
3. Be Visible and Accessible to your team. Some managers hide themselves away for a variety of reasons. Take time to build relationships with your colleagues and direct reports. Yes, there may be times to close your door, but make sure there are plenty of opportunities to see and talk to you. Walk around. Check in on people once in awhile.
4. Clarify Expectations. When people do not know what is expected of them, it is hard for them to deliver. Be specific as possible. Prioritize. Let your team know what is the measure of success.
5. Admit Mistakes. We are all human and no one is perfect. Just because you manage people, doesn’t mean you don’t make mistakes too. When you do, acknowledge it. Do not try to blame others or make excuses. Do offer and seek solutions.
6. Ask for Feedback. This is especially true if your team has people who have been working there longer than you. This shows respect for their knowledge and builds a team that collaborates. Ask ALL your direct reports for their opinions when appropriate—not just a select few.
7. Find Positive Traits in your team members. Don’t talk negatively about people behind their backs. Some find validation in confiding in others what they dislike about certain team members, but a manager should NEVER do this. It just divides people rather than brings them together. Work on finding and building upon your team members’ strengths. Helping people grow and succeed is what makes a great manager.
Our latest newsletter featured this team project that helps save birds and marine mammals as well as reduce the trash in our bays and oceans. It’s easy and you can do this anytime of year. Below are the instructions on how to build a Fishing Line Recycling Bin that the Audubon Society will install at fishing areas around the S.F. Bay.
California Lost Fishing Gear Recovery Project: Monofilament Recycling Program
Bin Construction and Installation Instructions
Construction The monofilament recycling outdoor bin is made of 6” or 4” PVC pipe and fittings that can be purchased at just about any hardware store or plumbing supply house. There are different grades of PVC and different colors. We will use white pipe for this project. Schedule 40 PVC is more expensive than 3034 (sewer grade) PVC; either grade is Materials needed to construct one (1) bin:
- Two feet (2’) of 6” PVC pipe
- One (1) 6” elbow
- One (1) 6” female threaded adapter
- One (1) 6” threaded male plug
- Hacksaw (or have hardware store cut the pipe for you)
- Power drill with 1/4″ or 3/8″ drill bit
- PVC Glue
- If the hardware store wasn’t able to cut your PVC pipe for you: use a hacksaw. Use sandpaper to remove PVC “burrs” around edges.
- Working in a well-aerated area and wearing protective gloves, apply PVC glue to the inside (non-threaded part) of the female adapter. With adapter sitting squarely on the ground, press the pipe down into the adapter until snug. Note that PVC glue works by dissolving the PVC, then sets rapidly, so you don’t have a lot of “play” time with it.
- Apply PVC glue to the inside of one end of the elbow (it does not matter which end). Press the elbow onto the pipe. Try and make sure that any blemishes on the pipe end up on the backside of the bin.
- Drill 2 holes (about 1/4”or 3/8”) in the center of the threaded male plug (this allows the bin to drain. Thread plug into adapter (hand-tight, and be careful not to cross-thread).
Important Contact Information- The bins will be labeled and installed by the SeaDoc Society. You should contact the Golden Gate Audubon before you start this project. This will allow them and you to determine the number of bins –and how they will get them from you.
More waste is created between Thanksgiving and New Year’s than any other time. Businesses as well as consumers can do their part to be environmentally friendly. Here are some great tips for your team to reduce waste, create good will and even participate in some fun team activities:
- If you are decorating your offices, use LED lights to save electricity and money. Use timers. Consider purchasing decorations from a Thrift Store. Donate good-condition, unwanted decorations to a thrift store.
- Consider e-cards. If you must send paper cards, purchase those with high recycle content. Reuse old cards to make gift tags or decorate wrapped gifts.
- When buying presents, shop locally (there is a lot of waste in packaging when items have to be shipped). Consider buying consumable products and services as gifts –rather than “things.” Donate items you don’t use. Give time or fun experiences, not stuff. Tickets to a play or the zoo are great gifts.
- Disposable shopping bags, gift bags and wrapping paper create a lot of waste. Instead use reusable shopping bags for gift bags. Recycle paper and bows. Use recycled card art, sprigs of live evergreen, newspaper or magazines—to make your own wrapping and decorative touches.
- Looking for charitable causes or socially responsible team events for the holidays?? Consider having your team volunteer at a foodbank or soup kitchen that serves holiday meals. Get your employees involved in a food drive. Work with Meals on Wheels to provide fun holiday items and decorations to those who are elderly and shut-in. Yes, you can always donate toys or build bikes for kids. But what about getting a bit more creative? For example, have a Santa’s Workshop where your employees make or finish toys. There are many fun projects that can be made from wood, clay, plastic and more! Your local craft shop sells kits if you are not handy.
Here’s an entertaining little puzzle that you can do by yourself, but more fun to do with a team or even two or more. See which team can get the most correct answers in 3 minutes.
Copy the image below and print it out in large format– it should at least fill a single sheet of 8-1/2″ x 11″ paper. Your challenge is to find the 10 differences between the first picture and the second. Look sharp and pay attention to detail! If you can’t get all 10, look at the Corporate Games Facebook page to see the answers.
Have fun and good luck!
Putting people on teams for a team building activity seems like the easiest thing in the world, yet we have seen some very well-meaning people make a mess of it. So– if you are ever in the position of having to designate teams for a group event, please take heed:
- ALWAYS give teams a number; not a name, or a color. This is the easiest way to facilitate a group. This is especially critical for larger groups (50+). Everyone can relate to numbers. For example: “Team #1 should stand here, followed by team #2, then #3 and so on.” This is clear and easy for everyone to understand and will require very little repeating. Whereas– if you give teams any other designation, you will have to repeat yourself many times: “The Blue Team is here, then Red, then Yellow…” There is no set sequence for colors like there is for numbers. You can give teams other names, but they also should have a number first.
- Teams should be as even as possible. Some people like to divide the group by department, but the departments are not all the same size. It is not easy nor fair for a team of 15 to compete against a team of 5. Most team building activities are designed for teams that are nearly equal in size.
- For groups of 50 or more participants, consider having the team building facilitators count people off at random. This is the easiest way to put people on teams. AND– if others come late, they are simply assigned to the next team. For example, if people were counted off, and the last person was on team #2 out of 10 teams, then the next person to arrive (late), would simply go to team #3. You wouldn’t have to count or look at each team to see who has more or less people.
- IF you must preset the teams, it is easier to organize everyone if the participants know their team number ahead of time. We experienced one instance in which the meeting planner handed us 80 color-coded name badges– to read off and hand out– one at a time. This was very chaotic (not everyone could hear or was present when we started) and took a lot of time. This means people are standing around waiting while this is being done. If you email participants in advance, they will know what team they are on ahead of time. At the very least, it is a good idea to post multiple lists of the teams so people can look at them upon arrival.
- Do not preset the teams if everyone will not be together at the start. If people are going to be trickling in, it is difficult to get the teams organized and started on the activity if you have preset the teams. That’s because team size will not be equal until everyone gets there, and you have a much higher risk of confusion as people arrive and start looking for their team. In this situation, you should either start the event later, when everyone is there– or have the facilitators randomly count off people to make teams.
- When in doubt, please ask your team building facilitator what would work best.
Some team activities are very simple in concept, and you might think “I can do that.” It’s fun and fulfilling to design “games.” So if you are considering creating an event for your company meeting, here are some helpful hints that we have learned in our 24 years of experience.
- Know the people who will be participating, and plan an activity that would appeal to them. For instance, a young, active group would not be as interested in a sedentary activity as something more active and possibly outdoors. Also, some events appeal more to men than women (paintball is a good example) and vice versa. Consider what people like and what they are good at.
- Plan your activity to be no longer than about 3 hours. Something shorter is fine, but there have been some people who think an all-day scavenger hunt is fine. Your participants will be tired and ready to do something else after 2.5-3 hours.
- Keep it fun and engaging. You’ll lose momentum if people have to wait around “for a turn.” Try to design your event so that everyone can and must participate. That is what a team is about.
- Err on the side of being simple rather than too complex. Sometimes people who design events think “oh, everyone knows that ,” when in fact they don’t. For example, one of our clients wanted to create some improve scenarios for her group. She wanted people to converse using only famous lines from movies. Many people are not movie buffs. Additionally, when you put too many clever twists into an event, you must ask yourself whether or not you think your group can solve the clue or deal with the change. They must have some degree of success, or people get discouraged and your event takes a negative turn. When in doubt, test your game on a small group of friends or business associates.
- Run through every possible pitfall and create a failsafe for each one. For example, if you provide written instructions, make sure they are clear. If any part of your instructions can be interpreted in a way that is not what you are trying to communicate, rewrite it so it is clearer. Then, post helpers in key spots to make sure the participants are going in the right direction.
- Make sure everyone celebrates in the end. You want them all to leave on a high, energetic note.
- If you have created a puzzle or clue for people to figure out as part of your game, do not get freaked out if they don’t get it immediately. Part of teamwork is learning to solve problems together. Give them some time to work on it. If they don’t get it within a reasonable period, then give them clues. Don’t do it for them. That just makes it look like you don’t think they have the ability to figure it out—and it takes the fun and joy out of solving it together.
- Don’t change the rules midstream –especially if other facilitators are giving instructions too. This only confuses people and it makes you and your assistants look disorganized.
- Don’t take it too seriously. What keeps people engaged is when an activity is fun, interesting and entertaining.
- Fail to plan. Know what is supposed to happen at every part of the activity. It helps to write down a timeline (what are people doing when). For example, if the event requires people to build something—after two hours, where should they be in their construction? Nearly done?
- Fail to give yourself enough time before the event. Most team activities require some set-up. Make sure you provide enough time to easily bring in and set-up materials needed. If you have to post clues or post people in various locations, make sure you have more than enough time to do so—and that everyone is in the spot they are supposed to be in.
- Prizes. Everyone likes to win something. Even if it is a simple token like a gold medal. Bring prizes!
Lastly, if you have a good idea and what some help turning it into a great event, call us. We create custom activities for our clients all the time. We can take an Indiana Jones theme and weave a fun activity into those dry breakout session. This can enhance learning speed, make boring content memorable and the meeting a lot more enjoyable.
We’ve had a number of recent requests for unique events that target specific educational content or allow participants to experience a new workplace in an entertaining way. That is our forte at Corporate Games– designing activities that are totally customized.
Recently we devised a “scavenger hunt” type of activity for one of our clients that features the sustainability aspects of their brand new workplace. The building features many materials from recycling, including beautiful indoor, wooden planters that were made from wood that was dredged up from the San Francisco Bay in the building of a new Transbay Transit Center for the city. And that was only the tip of the iceberg.
So yes, anything is possible!
If you really want to improve team performance, you can’t just play fun games and expect a huge change. It takes thought, communication and planning to devise a program that will truly move your team forward. Here are some basic steps to get you started:
1. Poll your team members. Give each of them a Team Performance Survey. Corporate Games Team Building offers this survey free. You can request it by emailing us at Info@corpgames.com
2. Using the completed survey and the knowledge you have about your team members, make a short list of what the issues/opportunities are. It might be that there are cliques or disconnects within the team. You might have two people that just dislike each other and won’t work together. Maybe everyone works from home and they are all pretty independent. Whatever the issues decide which is the most important to overcome. It will be a list of one to three items. You cannot do everything at once.
3. Meet with your team to reveal and discuss the results of the survey. You also want to tell them what you consider the most important team issues to address. Allow them to agree or make other suggestions. After all, they are part of building their team. Once the issues are agreed upon, ask the team for input on improving those items. You can have them on small discussion groups if your team is larger than 5 people. Small discussion groups of 4-6 people insure that everyone gets a chance to share– and it will also generate more ideas.
4. Share all the ideas and decide what can be implemented. Even if it is only one, good actionable item, that is a step toward real team building.
5. Finally, there must be action and follow-up. Don’t let all the thoughts and sharing go to waste. Additionally, it is great to have fun, get-togethers that allow people to really bond and get positive energy going. A unique team building activity will help keep the momentum going.