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What does your needs assessment look like? Do you have clearly articulated, measurable objectives? Do you have the learners create action plans at the end of session and then follow up with them later? How are you measuring transfer of learning? And if learning ain’t transferring, how do you figure out why not?
I don’t find much success with “team building” requests because that’s often code for “a fun day of activities.” These can be worthwhile as stress relief or celebrations after an intensive project. I find good success with “help me improve the way my team [insert specific behaviors here]” because now I have a goal. Finally, every team building exercise is a simulacrum of real team activities in the workplace to some level.
I think we could use more of it. Lots of clashing heads in the office, think it would be good to spend time outside the office and not talk about work for an hour. Doesn’t happen enough IMO.
Is this one team in specific? Or multiple teams over time? If the former, it could be a toxic team member and no one wants to speak out about them. Toxic team members don’t have to be horrible to be toxic. They can just be wrong for a team, a sort of wet blanket.