Once a company, institution or workplace has decided that team building should be on the program, or at least that something must be done for the work environment, there are many ways to go.
Depending on the size of the group, the current situation, goals and wishes, experience and success criteria, Uni Coaching has chosen to go out to the respective company and as a prelude to a process, to give a short lecture on team building.
Precisely to concretize, delimit and in some respects also demystify what team building is, here in 2009. and what kind of team building that unicoaching.dk offers.
A lecture on team building will usually last 45 minutes and will cover some of the following points:
- What is the purpose of team building.
- What is team building and what is not team building.
- Satisfaction in the workplace
- The stress level in the team – in the workplace
- Communication and feedback, positive as well as negative criticism.
- Gossip or gossip culture.
- Are we here to raise anything other than our salary?
- Satisfied employees
- Team spirit – corps spirit – group dynamics.
- Which values are in play and which values are to be put into play.
- The individual’s and group’s responsibility for greater job satisfaction, attitude and bonus comments
- Etc …
The themes are many, and from a prior talk I will of course focus on what is most important to the respective workplace. And at the same time explain some of the basic thoughts and values that we find important to weave into everyday life.
These are working days that are most of, and it is one of the very best reasons why there is a focus on increasing, for example, satisfaction, job satisfaction, enriching communication, raising the gossip and toning down the gossip, noticing common denominators and preventing stress, so precisely the long series of working days does not become either despairing, tiring or too many.
For further information about lectures in team building, in your workplace, as a foretaste of a process, you can contact me via my contact page.
