The document provides an overview of topics covered in a teambuilding course from Manage Train Learn (MTL). The course topics include what turns a group into a team, how leaders help teams grow and perform, different types of listening in groups, and 10 laws of effective teams from leadership expert John Maxwell. The document is a collection of slides that trainers can use in classroom courses or online learning to help learners master teambuilding skills.

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Build and Bond
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MTL Course Topics
Build and Bond
TEAMBUILDING

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MTL Course Topics
The Course Topics series from Manage Train Learn is a large collection of topics that will help you as a learner
to quickly and easily master a range of skills in your everyday working life and life outside work. If you are a
trainer, they are perfect for adding to your classroom courses and online learning plans.
COURSE TOPICS FROM MTL
The written content in this Slide Topic belongs exclusively to Manage Train Learn and may only be reprinted
either by attribution to Manage Train Learn or with the express written permission of Manage Train Learn.
They are designed as a series of numbered
slides. As with all programmes on Slide
Topics, these slides are fully editable and
can be used in your own programmes,
royalty-free. Your only limitation is that
you may not re-publish or sell these slides
as your own.
Copyright Manage Train Learn 2020
onwards.
Attribution: All images are from sources
which do not require attribution and may
be used for commercial uses. Sources
include pixabay, unsplash, and freepik.
These images may also be those which are
in the public domain, out of copyright, for
fair use, or allowed under a Creative
Commons license.

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ARE YOU READY?
OK, LET’S START!

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The Nuts and Bolts of Successful Teams
A successful team is one in which the
team members not only achieve
something special and worthwhile, but
feel as if they have participated in
something special and worthwhile.
Unlike a group,...
1. teams create varying levels of deep and
meaningful personal relationships
2. teams arouse feelings in their members
for what the team stands for
3. teams provide stimulus and motivation
to those in them
4. teams provide various forms of synergy
5. teams are always developing
6. teams have purposeful unifying activity
7. teams feel special to those in them.
"Upon the conduct of each depends the fate of all."
(Alexander the Great 356-323 BC)
Flickr attribution: /mwichary/2635209737/

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What Turns a Group of People into a Team?
The emergence of workplace teams owes its origin to
the ground-breaking studies at the GEC Hawthorne
plant in Chicago by Elton Mayo in the 1920's and 30's.
Before these studies, the concept of teamwork at
work had not been fully understood.
The analysis of the teams at the Hawthorne plant
showed that the key factors in team creation were:
a sense of group identity and belonging
a feeling of support from others in the team
a sense of cohesion from working together
the personal interest, pride and help from the
leader.
As a result of these factors, the people at Hawthorne
developed a sense of confidence and candour that
simply did not exist when they worked alone.

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When the Team
Matters
The series of experiments conducted by Elton Mayo and his team at the General
Electric Company assembly plant in Hawthorne, Chicago in the 1930's and 40's
showed that when a group is made to feel special, through being singled out for
observation, it can produce spectacular results.
1. Effect of Poor Lighting on
Productivity
Under observation, the
assembly room team was able
to produce high output even
though the room's lighting had
been reduced to a level
equivalent to that of moonlight
2. Output in Different
Conditions
Under observation, the team's
output rose consistently, despite
a steady worsening in
conditions such as heating,
lighting, meal breaks, working
hours
3. Attendance of Staff
Under observation, the
absentee rate of the observed
team fell by 20%.

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What Is YourAnswer to, “WhatAre You Doing?”
Goals can exist in different time frames, from
daily goals to lifetime goals; and in different
dimensions, from personal goals to shared goals.
When people focus on goals that are big,
exciting and reachable only through combined
efforts, then a new and powerful motivation
enters teamwork.
Three people were working on a construction
site. All were doing the same job but when each
one was asked what he was doing, the answers
varied.
"Breaking rocks", said the first.
"Earning a living," answered the second.
"Helping to build a cathedral," replied the third.
(Peter Schultz, Porsche)
The presence of other people doing the same as you can help you perform better.This
was one of the earliest findings in what is called, "the social facilitation effect". Floyd
Allport found in the 1920's that, even if you are working on your own, you will perform
better with other people doing the same task around you.That's why many creative
people like to work at their local cafe surrounded by others who are just as busy.
DidYou
Know?
The Cathedral of Segovia
Image attribution: Wikimedia

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How Leaders Help Teams Grow and Perform
The real purpose of teambuilding, whether by
individuals in the team or by those who have brought
the team into existence, is for it to perform.
Performance benefits individuals, organisation, and
customers or clients.
However, the process is not straightforward because
teams are people and in constant states of change. A
team that reaches a performing stage might be
returned overnight to a storming stage if someone
leaves or someone new arrives.
That's why leaders are crucial in facilitating the
process. A leader can stand back above the fray and
see what is happening in the group. Not only can
they help move a stable team through its natural
stages to reach performance, but they can also
intervene when change happens and performance
declines.

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Geese In Flight
Geese fly in a V shape to protect
members of the flock and to conserve
energy. As the bird in front travels
forward, it leaves a gap behind it called
a vortex. This means that its following
teammates have less air resistance to
fly against. When the leader gets tired,
it moves to the back of the V and all
the geese move up the formation so
that each of them gets a turn at
leading. So every goose takes
responsibility for being a leader as
well as a follower. The formation
allows all the geese to keep an eye on
each other. This care and the
technique of flying means that a flock
of geese can cover 70% more distance
than a bird flying on its own. Because
each bird maximizes its strength, it is
also much harder for predators to
single out any bird for attack. This
ensures the survival of the flock.
Geese seem to know instinctively that their survival and success in reaching their destination depends on helping each
other.
Flickr attribution: /hisgett/3543316502/

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The Different Ways We Listen In Groups and Teams
In a discussion in which divergent listening
predominates, people's views go off into space and are
lost forever. This is often what happens in meetings
where people come from different teams or units.
Representatives make their case out and if others
aren’t interested, the points fall on deaf ears.
In convergent listening, the team captures everything
that is said. They look for and find connections and
links between what one person says, what another has
said, what has gone before and what might come after.
This is because they spend more time listening to
others than they do to themselves. Instead of pushing
their own viewpoint, as happens in divergent listening,
they seek to add to what others say, link it to other
viewpoints and so build on it.
"That's an interesting idea, Ann; it ties in with what
Jimmy was just saying. It doesn't go as far as Ron's
point. Maybe we should hear if anyone else can bridge
the gap..."
If your team meetings aren’t working as
well as they should, make it a rule that
nobody should make a point until they
have first said something about what
the previous speaker said.

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Spoonfeeding
A rabbi spoke with God about heaven and hell.
"I will show you hell," God said, and they went into a
room which had a large pot of stew in the middle.
The smell was delicious, but around the pot sat people
who were famished and desperate. All were holding
spoons with very long handles which reached to the
pot, but, because the handles were longer than their
arms, it was impossible to get the stew back into their
mouths.
"Now I will show you heaven," God said, and they went
into an identical room. There was a similar pot of stew,
the smell was delicious, and the people had identical
spoons, but they were well-nourished and happy.
The rabbi looked puzzled. "It’s simple," God said. "You
see, the people here have learned to feed one another.“
Flickr attribution: /runlevel0/6297899157/

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Lucy to Linus
This is taken from a Peanuts cartoon written
by Charles Shulz.
Lucy to Linus (who is contentedly watching a
TV show): “Change the channel!”
Linus: “Do what?”
Lucy: “CHANGE THE CHANNEL!!”
Linus: “What makes you think I should
respond just like that?”
Lucy: (showing her hand) “You see this?
These are just 5 little weak fingers. But when
they are rolled together into something
called a fist, they become a weapon that is
formidable to behold.”
Linus: (after contemplating Lucy’s fist,
changing the channel and then looking at his
own fingers) “Why can’t you guys get
organized like that?”
"When people come together for whatever reason, the question that often surfaces as
people try to work together is, "Why can't we get organized together? Why can't we
become something which, although weak independently, becomes formidably strong
when it's put together?"
Flickr attribution: /96026645@N02/14958304665/

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LookAfterYour Own Back Yard
Team success rarely happens because of
the team doing something in a moment
of united action. It happens when
individuals know what they have to do
and get on with it. That's why instinctive
understanding of what everyone is
doing is key.
Ron Dennis, boss of the McLaren
Formula One racing team, says, "It's like
a chain. You have to make sure that
everyone understands they have a role
to play and that they can make a
difference, including the guy checking
the studs to make sure that none are
loose."
The formula is: "Know what's needed + Look after your own back yard + Pull
in the right direction = Team success"
Everyone Has a Role to Play
Flickr attribution: /dwmoran/3728242273/

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Don’t Let Your Team Become “Fat and Happy”
Research has found that there are 3 factors which
lead to a well-knit and happy team. These are:
1. team interaction, where people spend time
together
2. shared goals, where people agree on "the point of
it all"
3. agreed values, where people have similar beliefs
and priorities.
However, there is a point where teams can become
too cohesive and, as a result, get "stuck". This
happens when they become "fat and happy" often
because they have become too close and now lack
diversity, objectivity, and the contention of an
outside challenge.
Always remember that a team learns to stick so that
it can perform a valuable service for others, not for
themselves.

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How Lack of Teamwork Created Tragedy on Mt Everest
In the spring of 1996, dozens of climbers made their
way to the top of the world’s tallest mountain, Mt
Everest. Most of those on the climb were a mix of the
wealthy and adventurous. But they were not teams.
On the day they were meant to reach the summit,
disaster struck. A blinding whiteout storm caught
four groups at the top. 8 climbers died including
those leading the groups and their guides.
The incident illustrated what can go wrong when
individualism comes before teamwork. Each climber
was in it for their own pride and glory. There was no
team training before the climb. No common bond or
experiences. No plan, organization, or sharing. The
group members hardly knew each other. As a result,
when the leaders were killed, the rest didn’t know
what to do.
Image attribution: Wikipedia

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The Lion and the Bull
Aesop tells the following fable of the Lion and the
Bull.
Four bulls who were great friends always kept near
one another and fed together.
A lion had often watched them and wanted to kill
them for his dinner but was afraid to attack all four
at once. So he began by telling one of the bulls
stories about the others to arouse jealousy and bad
feeling among them.
In time the bulls started to believe the stories and
began to quarrel amongst themselves. Soon they
no longer liked each others' company; they
separated and roamed alone. Then the artful lion
was able to pick them off one by one and devour
them for his dinner as he had planned.
Moral: United we stand; divided, we fall.
Flickr attribution: /74568665@N03/8958848591/

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“Me First”Attitudes that Come From the Kindergarten
Here are 10 attitudes that come from the
kindergarten for under 5’s but can equally be
applied to non-team players:
1. If I like it, it’s mine.
2. If it’s in my hand, it’s mine.
3. It I can take it from you, it’s mine.
4. If I had it a little while ago, its mine.
5. If it’s mine, it must never appear to be
yours in any way.
6. If I’m doing or building something, all of the
pieces are mine.
7. If it looks like mine, it’s mine.
8. If I saw it first, it’s mine.
9. If you’re playing with something and put it
down, it automatically becomes mine.
10. If it’s broken and no use, it’s yours.
"Individual commitment to a group effort: that is what makes a team
work, a company work, a society work, a civilisation work." (Vince
Lombardi, US football coach)
You get more by sharing than taking
Flickr attribution: /joanetvila/4011344291/

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How to Say “Thank You” and Be Remembered
1. Make the Reward Mean Something
People will always look at the individual
rewards they get and compare them to
what others get. So choose rewards that
everyone can enjoy with perhaps a
special gift for those who go further.
2. Know What People Will Like
Don’t reward someone with a dinner at
the steakhouse if they are vegetarian.
Find out what people will appreciate.
Even finding this out and letting people
know can be recognition in itself!
3. SayWhyYou’re Giving the Reward
Don’t be vague when you give someone
in the team a reward. Say why they’re
getting it and make sure it is one of the
values that matter to you and the team.
4. Be Consistent
Creating a culture of rewarding
exceptional work means that, once you
start, you have to continue. Be
consistent, be fair, and be generous.
Although everybody agrees that rewarding the team is a good idea, many managers avoid it, on the grounds that it
shouldn't be necessary as people are being rewarded already through the pay packet. That's a pity because, when people
know that good work will be recognised, they are more motivated, more appreciative, and more loyal.
"Most teams aren't teams at all but merely collections of individual relationships with
the boss, each one vying for power, prestige, and position." (Douglas McGregor)

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10 Laws of the Team from John Maxwell
1
See the goal not the role
2
Face up to the challenge
3
Know where you’re going
and why
4
Be willing to make
personal sacrifices
10
Invest in the team for
future dividends
5
At any time, know the
score
9
Work on high morale
8
Good leadership provides
the edge
7
Talk constantly and listen
constantly
6
State your values
constantly
THE
LAWS
OF THE
TEAM

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AGood Discussion
It is just as unwise to hurry into a
decision or agreement for the sake of
winding up a meeting as it is to create
unnecessarily lengthy meetings
because people cannot agree. A good
chair will get a feel for the right
amount of airing for a particular
subject.
The 1945 British Cabinet of Clement
Attlee was an example of a team
committed to a clear mission, the
reconstruction of the country after the
Second World War.
Attlee is reported at one short Cabinet
meeting as asking those sitting around
the table:
"Are we all agreed, then?"
There were nods and silence.
"In that case," said Attlee, "we'd better
start again."
Moral: There’s no point in meeting to
hear what people say unless there is a
range of opinion.
Flickr attribution: /borisbaldinger/15214182790/

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Use Your Fist to Show Consensus
A useful tool to build consensus amongst a
diverse group is the "fist-to-five" consensus
technique. It is used when a proposal is on the
table for participants to agree on. The chair
states the proposal, or writes it clearly on a
flipchart, and then asks everyone in turn to
show, by fist or fingers, what they think.
In turn, show a fist or fingers to show what you
think…
Fist=
“No.Ineedtothinkaboutthis.”
1finger=“Istillneedtodiscusssomepoints
beforeI’mhappy.”
2fingers=“Iammorecomfortablebutneedto
discusssomeminorpoints.”
3fingers=“I’mnotintotalagreementbutI
couldletitgothrough.”
4fingers=“Goodidea,I’llworkforit”
5fingers=“Greatidea!I’llpromoteitand
championit.”
(FromanideaoriginallydesignedbytheAmericanYouth
Foundation)

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WhatAre the Differences Between Groups and Teams?
Groups are defined as collections of
individuals who come together in order to
put forward their own views. They are
principally interested in coming up with
the best individual idea rather than a
group idea. Groups are therefore
essentially competitive. Teams, on the
other hand, work together.
Peter Honey has studied the behaviours of
groups and the behaviours of teams.
According to his findings, team behaviours
are noticeably more convergent than
group behaviours:
Teams spend more time seeking ideas,
suggesting ideas, building on ideas,
supporting ideas and seeking information
Groups spend more time proposing their
own ideas, disagreeing with what others
say, pointing out the problems in others'
ideas and clarifying what has been said.
"When xne key xn the typewriter dxesn't wxrk prxperly, it's like xne persxn in
the team nxt playing their full part. It destrxys the whxle effect.“
(Flickr attribution: /htakashi/10995863465/)

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How BeesAdapt Themselves to the Hive’s Needs
Models for role adaptation come from the
animal world. Ants, for example, have an
enormous range of specialist trades and can
adapt in a crisis to new roles. Bees do the
same.
The honey bee goes through 14 different roles
in its life cycle. When it is born, a bee's first job
is to clean out the cell in which it was born. By
day 2, it is keeping the brood warm and by day
5, it is feeding older larvae. By day 11, it is
feeding the youngest larvae. After 12 days, the
bee may take on the role of producing wax,
building the comb, carrying food, removing
dead bodies, and guarding the hive. After 22
days, the bee starts to fly from the hive,
pollinate plants, collect pollen, nectar, and
water.
A really bizzy life!
Flickr attribution: /vblibrary/4474869958/
Most people think that the Queen Bee is the leader of the hive of bees. In truth, the queen is the servant of the team as she
lays the eggs to ensure the colony's future. It's the team behaving as one which brings success, not a single leader laying
down the rules.

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If You Learn, Team FailuresAlways Become Successes
In the early stages of teamwork, success, in terms of
performing at a consistently high level of meeting the
standards you want, is likely to be in short supply.
Achievement may still be confined to individuals
performing on behalf of the team.
If the team develops cohesively with the right mix of
people and skills and is able to learn its way through
difficult times, team failures will eventually give way
to team successes.
This process is not a hit-and-miss one but an
inevitable one of team development. The only
variable is the time it takes to get there.
"When spiders unite, they can tie down a lion."
(African proverb)
There is only one factor in whether a team
can turn failure into success, and that is the
attitude of everyone in the team.

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The Story of the Two Donkeys
Two donkeys so the story goes,
Were tethered each to each,
When lo, they neared two shocks of
hay,
That seemed within their reach.
Each sought his own: the rope grew
taut,
As though each would apply
His utmost strength to take his
share
Or know the reason why.
They pulled and scraped and pawed
and kicked,
As though indeed insane –
But not by foolish stunts could they
One single bite obtain.
Till, wearied, turning face to face,
They talked the matter o’er
And mutually agreed that they
Would thus behave no more.
At peace, they soon one shock
devoured,
And ate the other, too.
How good their joint refreshment
seemed,
None but those donkeys knew!
Ye humans, crude and stubborn
willed,
Respect the common tether;
Be wise, confer, agree, co-work,
And “eat your hay” together!
(Author unknown)

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THAT’S
IT!
WELL DONE!

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THANK YOU
This has been a Slide Topic from Manage Train Learn