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For the term "Team Building".

5 Tips For Better Team Building

Teams are what drives success. What are the most important things to do when building your own team? Here’s a list of five tips for better team building.

Tech for Team Building

Organizations can use these online tools and apps to boost team collaboration and productivity.

Team Building in a Virtual Environment

This Infoline issue will guide you through a five-step process to form a successful virtual team so well connected that miles of separation pose no threat to solving issues. It also includes tips on team leadership, conflict management, an explanation of the three types of virtual team meetings, and a proven assessment instrument.

Importance of Team Building in Corporates

Team Building is very importance in corporates to make the organization a better place to work. The article discusses about the importance of team building.

Tips for Team Building in Corporates

Team Building activities are very important at the workplace for employees to start trusting each other and work as a single unit. The article discusses useful tips for team building.

Effective Team Building Strategies that can be Implemented by any Organization

Team Building is very important to actualize organizational objectives. Indeed, without team cohesion and unity, the organizations would cease to exist as entities. Further, organizations spend considerable money on formal and fun elements of team building. Also, the power of personal and informal networks is very important for team members to bond with each other.

Team Building Games and Activities

Team building games help in developing an environment for effective communication and community building. Some of the very important corporate team building games and activities are discussed in detail.

Team Building Articles

The page contains list of all the articles on – Team Building.

Role of Team Leader in Team Building

A Team Leader should hold his team together and extract the best out of the team members. The team leader should set an example for other members in the team.

Success Factors in Team Building

Team building refers to the set of activities that are undertaken with a view to strengthen the bonds between team members and improve team performance as a consequence. Most of us would have had experience in working in teams and hence have a fair idea of what ensures the success of the team. This article looks at the success factors as well as any factors that might strain relationships within a team leading to the team performance being degraded. This article can be read as an overview of team building and the factors that can make or mar the success of teams.

Culture-Driven Team Building Capstone | Coursera

Culture-Driven Team Building Capstone from University of Pennsylvania. In this capstone project class, you analyze a real-world case provided by N2Growth, a global firm that helps clients create a culture of leadership through practice areas …

Building Your Team – Best Skills

From your manager to your agent and PR company, who you work with as a musician will affect your career. Use these musician resources to find a good band manager, music agent and everyone in between.

Building Dream Teams

Having these three characteristics increases the likelihood of success for cross-functional teams.

5 Strategies for Building a Winning Sales Team (SU408)

Maximizing profit for your organization starts by building and sustaining a top-producing sales team. Geared toward director- and manager-level management at organizations worldwide, this session will explain five hiring strategies to recruiting and developing top talent, the tools that sales teams need to achieve long-term goals, and ideas for improving company culture through ongoing coaching and training.

Building an Effective Team

In order to build an effective team, the climate within the team should to be informal, comfortable, as well as relaxed. There should be no tension or any signs of boredom.

Building Your Instructional Design Team

Finding the right Instructional Designer begins with understanding their roles, establishing expectations and asking the right interview questions.

Building High-Performing Teams | Coursera

Building High-Performing Teams from University of Pennsylvania. Teams are essential to the modern organization, but most never reach their potential. Co-workers miscommunicate, and groups struggle to adapt to changes in the market or their …

Building a Data Science Team | Coursera

Building a Data Science Team from Johns Hopkins University. Data science is a team sport. As a data science executive it is your job to recruit, organize, and manage the team to success. In this one-week course, we will cover how you can find the …

Training for Agility: Building the Skills Employees Need to Zig and Zag

With the pace of change increasing and with no end in sight, teams and organizations need to learn how to work nimbly on a daily basis. Agility is not simply a state of mind; it is a way of working. Learning professionals have the opportunity to help leaders, teams, and individual performers become more flexible and re…

The Sound of Teamwork

His staff members may be unaware of it, but the ultra intense senior vice president just might have the pipes of Harry Connick Jr. or the soul of Sam Cooke. A team building exercise focused on creative innovation gives organizations a chance to belt out their best melodies. Song Division takes emplo…

Picking Sides; Choosing Teams

To gauge opinions on the effectiveness of team- or culture-building activities, the Go Game polled its clients. Different generations felt differently about such efforts.

Succession Planning – Building a Dynasty

There are generally three types of people in the world today – those who live for what was, those who live for what is, and those who live for what will be. If you take a moment to think about it, you can come up with people in your life that fit all three categories. Rarely do you find those who are wise enough to incorporate the lessons of the past, live fully for today, and plan accordingly for the future. As a volunteer leader, it is imperative that you become just that for the sake of your chapter! As an avid college basketball fan, I look not only at the current state of my team, but also to what the outlook is for next year, the year after, and the year after that. As they say in the sport, “Your program is only as good as next year’s recruiting class.” This mirrors a question that confronts chapter leaders every year, “How do we ensure that this year’s team maintains success next year?” The answer is simple – focus not on the team, but also on the program as a whole. To begin, take a look at your “starting lineup” – your current board. Who will be staying on next year? Who will be leaving? Who might be a rising star due for a breakout year, and who is burnt out and no longer contributing to the success of the chapter as they once were? Then, look at your membership. Specifically identify the members you will actively recruit to fill holes on the roster and list as “bench players”. Ask yourself, “Who is ready to step up and fill a gap immediately? Who needs additional training before they become a key cog on the board?” Once you have an accurate snapshot of your team, it becomes much easier to identify gaps in the roster and where to focus your recruiting efforts. A basketball team with a lot of returning talent amongst their big post players won’t make a pitched effort to recruit more big post players for the coming season. Rather, they focus their recruiting attention on the guards. This is the same strategy an effective chapter should employ. Let me use an example of a chapter that has an energetic V.P. of Membership that plans on remaining on the board for several years, but also has a V.P. of Programming that’s moving out of market. The best method to add to the team is to employ a targeted recruiting campaign rather than a “one size fits all” appeal to the membership. In this case, approach a member who has been vocal about programming (and they’re in no short supply!) to make the recruiting pitch directly. The other key distinction between team and program is prestige. How well does the name alone recruit? The University of North Carolina and Duke University are “bluebloods” in the college basketball world. The prestige of their names alone have the best of the best drawn to them on a continual basis. Their name brand sells itself, self-perpetuating the cycle of excellence. When your chapter has reached the point where people approach YOU to become the next generation of volunteer leaders, you’ll know that your chapter has arrived. All in all, your legacy as chapter leaders will be defined not only by the state of the chapter in 2009, but also by the state of the chapter in 2019. If you plan ahead, identify talent, fill vacancies before they become gaps, and keep your name brand strong through great programming, you will become a true program builder yourself by establishing a prestigious name that recruits on its own and becomes a “blueblood” ASTD chapter.

New ASTD Study a ‘Wake Up Call” for Sales Teams

Successful selling organizations depend upon sellers’ abilities to shift strategies in a changing sales environment. New research from the American Society for Training and Development indicates that current sales training needs improvement to help sellers effectively confront these changes. Technology available to buyers, buyer and seller behavior, and the sophistication of the marketplace are underlying causes of the rapid evolution of the sales profession. Sales training must now address these factors. In Accelerating Revenue Through Learning: Developing Sales Teams that Win, researchers found that 96 percent of survey respondents think continual learning is critical to their success. However despite recognizing the importance of training, only 44 percent of survey respondents attend any kind of formal sales education. Other key findings include: Salespeople need customizable frameworks, approaches, and methodologies to effectively leverage the sales training they receive. Relationship building, problem-solving/diagnosis, and listening are three critical sales skills. Digital content is a valued delivery method. 44 percent say they learn by listening to digital content. Nearly half of the respondents feel a lack of support in being agile, creative, and flexible with their clients and prospects. Many salespeople are uncomfortable with how their companies and management define the role of a sales person. The study also offers recommendations for taking a strategic approach to sales training, assessing training requirements, implementing appropriate support systems, and building performance measurement systems. Accelerating Revenue Through Learning: Developing Sales Teams that Win is free to ASTD members and may be downloaded from the ASTD store at www.store.astd.org.

Harness the Power of a Harmonious Team

Only a harmonious work team can be truly productive. EQ expert Daniel Goleman outlines the key ingredients to building a harmonious team that is effective and innovative.

Do you really KNOW your Sales Team?

ACCELERATED LEARNING – Multiple Intelligence and YOU. “It’s not how smart you are but how you are smart,” states Harvard College of Education Professor, Howard Gardner, who developed the ” Theory of Multiple Intelligences”. Why is it that people with IQs of (160) end up working for people with IQs of (100)? When you understand how to identify and use the intelligences strongest for you – is when you can really begin to use your full brain power. An Accelerated Learning system can speed up the design and learning process to increase learning effectiveness with a calculated return on business results. Gardner revealed his theory in “Frames of Mind”, a book where outlining (8) distinct Intelligences. Linguistic Intelligence The ability to read, write and communicate with words. Authors, Journalists, Poets, Public Speakers and Comedians. Logical-Mathematical Intelligence Reasoning and calculating, logical and systematic. Engineers, Scientists, Economists, Accountants, Detectives, Legal Professionals, Mathematicians. Visual-Spatial Intelligence Visualization, and Imagination for actualizing and materializing a thought or creation. Architects, Sculptors, Photographers and Strategic Planners. Direction, navigation and drawing. Musical Intelligence Create or compose music, singing, vocalizing or moving to rhythm. Understanding or appreciating music. Musicians, Composers, Recording Artists / Engineers. Music ability can be learned and used for accelerate memory, pnemonics. Bodily-Kinesthetic Intelligence Solving problems, create products or present ideas and emotions with your body or through intuitive feeling. Athletics, dancing, acting, building and construction / hands on vocational agility. Interpersonal (Social) Intelligence Relate and work effectively with others through empathy, understanding, discernment. Teachers, Facilitators, Therapists, Politicians, Religious Leaders and Sales People. Intrapersonal Intelligence Self-analyze, and Reflect. Contemplate behavior and inner thoughts for personal growth and human development. Having an aptitude to love one’s self and help others see the same reality. Philosophers, Counselors, Top Performers. Naturalist Intelligence Understanding of how to use and appreciate the natural world. Fishermen, Farming, Biologists, Forestry, Conservationists, Environmentalists. Spiritual Intelligence Spiritual Intelligence has yet to be accepted and validated by the “world”. Howard Gardner resisted the temptation of placing this category at #9, but it should be noted that many people will attest to having the enlightened ability to access a knowledge through spiritual discernment for wise decision making and achieving a personal life state of contentment and peace.

Building the Future of Africa

(From Huffington Post) — Nokwanda Ramatheko’s parents never understood her passion for learning or her desire to make a difference in the world. Born in Soweto, one of the most notorious townships in South Africa, her community was rife with crime, teen pregnancies, high school dropouts, high unemployment rates and high HIV/AIDS infection rates. After her parents separated, her father struggled to pay school fees so that she could attend a neighboring township school, go to university, and make a better life for herself. But Nokwanda had bigger ideas. At an early age, she felt that people had to stop waiting for the government to help and find their own solutions. “We have to change society’s view,” she said. When she wanted to attend a conference or enter a competition, she notes, “I would make a plan, find the money, get a taxi, and come back home with trophies in my hand.” Nokwanda does not just want a better life for herself and her family, she wants to change the world. She encourages others to follow her path as an advisor for the Universal Youth Group, a group of 300 underprivileged youth from her township. She gives them school applications and takes them with her on auditions and to competitions. When she was 18 year old and postponed attending university to join the African Leadership Academy (ALA), her father nearly disowned her. Preparing Africa’s next generation of leaders ALA is a highly competitive two-year, pre-university boarding school in Johannesburg, South Africa, that identifies promising young African men and women to build a strong, connected generation of leaders who will transform Africa. Cisco has funded 16 scholars over the past four years through the Cisco Scholars Program, a $680,000 scholarship fund. The intensive two-year program focuses on practical leadership experience, training in entrepreneurship, and African Studies for a deep understanding of the overarching issues facing Africa on both the global and local level. The rigorous curriculum prepares students for success on the Cambridge International Examinations and ALA guides them to scholarships at some of the best universities in the world. Following university, students commit to work in Africa for ten years, acting on their ideas and experiences. In 2011, Nokwanda was accepted to both the University of Pretoria and the University of Witwatersrand in South Africa to study Urban Planning, but she put her plans on hold to attend ALA. She told her father: “I don’t want to do what everyone else is doing. Daddy, this is your daughter, Nokwanda, this is who I am and what I want to do.” ALA offers much more than a curriculum of study; it helps students build a human network to support them for the rest of their lives that will multiply the impact of each individual’s study. “We seek to build a world-class leadership institution that will develop 6,000 transformative African leaders over the next 50 years,” said Theodore Sutherland, external affairs fellow, African Leadership Academy. In 2012, the ALA network included almost 400 young leaders from 43 African countries, selected from nearly 10,000 applicants. By pairing students from different African countries as roommates and teammates, ALA helps students break down barriers and become aware of their own prejudices. Nokwanda’s roommate is Kenyan and changed her thinking about the country and its people. “Irrespective of the culture or the religion we come from, we are the same,” she said. Global connections The ALA has drawn the attention and support of global philanthropic, government, and corporate partners, including Cisco. Former Cisco Scholars now attend prestigious institutions including Harvard University, Yale University, Trinity College, the University of Cape Town, and Drexel University. The first 12 Cisco Scholar graduates secured $1.5 million in scholarships from universities and fellowship programs, four dollars in scholarship funding for every one dollar invested by Cisco. After her first year at ALA, Nokwanda was accepted into the BezosScholars Program @ Aspen Institute where top students from around the world join top scholars, writers, artists, entrepreneurs, and change-makers at the Aspen Ideas Festival to share big ideas about sustainability. When Nokwanda returns to South Africa, she will lead a local Ideas Festival based on her experience. Read more.

Build A Successful Sales Team

Build A Successful Sales Team Driving sales results requires a system’s approach to developing others. In order to develop a “blueprint for sales team success,” seek professional assistance from experts who can give you access to proven blueprints and case studies, so you can review and implement sales building skills that have been tested and actually work in the field. Learning from proven case study examples allow you to build on the wisdom of those who have “been there” and “done that” before. Leveraging expert sales team programs will help you develop a sales team from the ground up. With over 60 years in the field of sales training, and dedicated resources to your profession, we are well-known experts who are here to listen, and most of all, to understand the important needs of your sales force.

Blogs: Building a Positive Workplace Through Situational Leadership

(From education.ezinemark.com) Situational leadership deals with the idea that no one is the absolute leader, rather depending on the situation a particular person can demonstrate the leadership qualities that are necessary to deal with it. Situational leadership teaches about flexible leadership. The theory of situational leadership was popularized by Paul Hersey, author of Situational Leader, and Ken Blanchard, author of The One Minute Manage; in their book Management of Organizational Behavior. The theory states that there is no absolute method of leadership; rather, it is flexible to the situation. Situational leadership propagates the idea that leadership policy should be sensitive and flexible to the situation. Effective leadership would be based on task and target. The strategy of the leader would also depend upon the team he is leading. It states that ‘nothing is more unequal than equal treatment to unequals’. Read more.

The 2005 ASTD Team & Organization Development Sourcebook

The 2005 edition of the ASTD Team and Organization Development Sourcebook draws on the knowledge and expertise 46 top-flight consultants, team developers, and training facilitators. The book presents a comprehensive toolkit of the most important topics facing organizations today, including managing change, launching organizational initiatives, facilitating teams, goal setting and planning, creative problem solving, building cooperation and trust, and team development. The 40 games, exercises, learning activities, assessment instruments, handouts, tip sheets, and implementation guides are all field-tested and available for use on the accompanying CD-ROM to enable you to implement the most up-to-date training programs for your clients quickly and efficiently.