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How to plan & organize team building efficiently

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A short presentation on planning a TB action step by step, taking into account all elements efficiently in order to get the optimal output. This action can be a part of an annual training plan or just be implemented as part of a more improvised solution to cope with training needs in a whole company, or in a certain department, etc.

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How to plan & organize team building efficiently

  1. 1. How to plan & organize a team building action efficiently TRAINING & ORGANIZATIONAL DEVELOPMENT CONSULTANT TRAINING & ORGANIZATIONAL DEVELOPMENT CONSULTANT PG DIPLOMA IN HUMAN RESOURCE MANAGEMENT, CIPD PG DIPLOMA IN HUMAN RESOURCE MANAGEMENT, CIPD RESEARCHER IN TECHNOLOGIES FOR LEARNING RESEARCHER IN TECHNOLOGIES FOR LEARNINGCarlos Barrios CachazoCarlos Barrios Cachazo UNIVERSITY OF CALIFORNIA FELLOW UNIVERSITY OF CALIFORNIA FELLOW LEARNING & EDUCATION SPECIALIST LEARNING & EDUCATION SPECIALIST © Creative Commons This work is licensed under a Creative Commons Attribution- SCHOOL ADVISOR & PEDAGOGUE NonCommercial-NoDerivs 3.0 Unported License. SCHOOL ADVISOR & PEDAGOGUE
  2. 2. PlanningContext AnalysisContext Analysis Decisions Decisions Follow-up Follow-up Logistics: Logistics: Assessment: Factors: • Venues • Materials • Micro • Agendas - timetables • Impact on job • Budgets - order forms TB • 5-level (Kirkpatrick) • Mezzo • Facilitators - trainers Day • Participant groups • Short, medium & long term impact • Macro Parameters: • ROI • Theoretical frameworks • Goals & methods • Ratios - durations, ... months days, weeks months before during! & weeks before & months later
  3. 3. Analysis of the context • individuals react differently to a same stimulus Participants • same stimuli have different effects in a single group c ro • stable traits (personality): emotional intelligence, i group time management skills, personal styles,M Facilitators experience, intrinsic motivation, preparation & resources • dynamic traits: status within the organization, mood Organizational culture & structure Managerial support zo ez Optional vs obligatory activityM Expected say and involvement of participants during preparation Expected outcomes Business context & markets Economy ro ac LegislationM Politics Culture
  4. 4. DecisionsLogisticsLogistics • indoor/outdoor/blend setting • "adventure“: sports, tent, paintball ground... Training venues • "relaxed“: park, woods, beach, salon, gaming room & spaces • "unusual“: swimming pool, stadium, disco, theme park • "work“: tables & chairs, auditorium, office, classroom • boards (white, pin, SMART Boards, projection screens,...) • writing (whiteboard & permanent markers, pens, pencils, rubbers,...) Materials • hard copies (A5, A4, A3, A2, colour/b&w, coloured sheets, shaped post-its & labels, stickers, icons & symbols / graphs / according words / texts, reading materials, "further info" reference to activities sections,...) • objects (balls, sticks, boxes, handkerchiefs, strings, Styrofoam & wooden objects, clothe accessories,...) • ICT (beamers, screens, connected computers, printers) Agendas - timetables Budgets - order forms Facilitators - trainers - speakers Composition of participant groups
  5. 5. Decisions Actvity Parameters Actvity Parameters • Theoretical frameworks• Types of activity Tubbs’• Learning methods System Model Fisher’s Tuckman’s Group Theory• Goals and objectives Development Model• Contents Richard Beckhard’s Belbin’s Team Effectiveness Model• Training styles Team Inventory McGrath’s• Ratios TIP Theory Drexler/Sibbet• Durations Team Performance Model
  6. 6. Follow-upTypesTypes • Assess impact on job positions • one day after • 5-level (Kirkpatrick) • one week later • Short, medium & long term impact • one month later • 3 months later • ROI analysis • 6 months later • 1 year later, …Tools for follow-upTools for follow-up • Polls & anonymous surveys • 1-to-1 informal conversations with participants • Business & ethnographic research methods • Report with critical conclusions and time scaled suggestions • Tools for further dissemination of results in the organization
  7. 7. and do not forget…the spirit is not a content to be filled but a fire to be sparked Plutarch II century AD

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