Team building Overview More than ever, organisations are becoming more motivated and consequently, so are their teams. This applies to both the profit and non-profit sectors. Working in a more result-oriented manner, achieving more with fewer people, facilitating the cooperation of people from different backgrounds, being proactive in anticipating fluctuations in the market: these developments are not exceptions but the rule. We no longer feel that we should oppose organisational changes. However, organisations do not change without the input from their teams and team processes frequently lead lives of their own. They can be controlled only to a limited extent. Where changes have occurred which were not initiated by ourselves (the team members), it remains to be seen whether the teams are willing to progress in the right direction. Managers who set themselves the objective of “changing the team”, often do not realise sufficiently that team processes are performed in accordance with the “laws of nature”. Change and motivation at organisational level, therefore, must always be conveyed carefully to the binding instrument of the organisation viz. the team. Rapid changes in the composition of teams ensure greater flexibility in your organisation’s system overall. Working in project teams (whether or not international) for example, requires team members to adapt quickly to and identify with the team which they are part of. The question always is how can we achieve rapid change both sound and acceptable, whilst ensuring that these are beneficial for the team members themselves? Objectives Eurians’ starting point is that team development is not only for those teams that function less well, are newly formed or need to make changes. Team development is also one of the requirements for a well-functioning team to be able to maintain or even increase the team’s strength and utilise potential opportunities. Eurians supports teams that: want to make a new start want to achieve higher goals have to undertake and overcome major changes want to remain focussed on mutual relationships experience difficulties when working together This support may focus on one of the following topics: awareness of each other’s behaviour and clearer definition of mutual responsibilities improvement in the way feedback on performance is provided learn from (team) performances commitment to a joint team strategy The question which is posed in these situations is: what does a team need to enable it to continue developing as an entity? Description The following topics are important to the effectiveness and success of teams: team objective team leadership team building team dynamics and team spirit Eurians support your teams not only from a training perspective but also with regard to organisational development. This implies that our advisors will not neglect to discuss with the client the standards and values currently in force within the department, the existing structure there and the way in which direction is given. It is important to identify which team patterns can be changed in order to achieve a more effective team. Supporting Tools Eurians utilises numerous work methods and assessment tools to enable one or more teams to proceed with their work. Team tools employed are: Team Development Analysis (TDA 360') OCI (Organisational Culture Inventory) MBTI® Team Management Profile (TMSDI) Work methods such as Large Group Events (including Open Space, Future Change, Rapid Prototyping etc.) and Action Learning Sets, are working methods employed by all Eurians’ consultants. Benefits New impetus to the development of your team and to the realisation of their result; Awareness of the team qualities available and those qualities to be developed; A stronger chemistry within the team; A culture of learning within the team.