Behavior Matters!

Harnessing the power of behavioral science to improve how organizations, leaders, and people work

Category: Teambuilding

Team Building with virtual and live participants – learnings from Event Camp Twin Cities 2011

It has been almost a month since Event Camp Twin Cites 2011 (ECTC11) and I’ve had time to reflect on what I learned about creating team building sessions in a hybrid meeting environment. I wanted to share those insights with you.

Background:

Back in late June, Ray Hanson asked me to help develop an interactive team / gaming experience for ECTC11.  We wanted to push the envelope and go out on a limb in creating a hybrid meeting experience that was different than anything that had been done before – in other words, we wanted to create a customized hybrid team building program that was interwoven throughout the entire two-day event where both live and virtual participants were working together on the same team doing real team building challenges.

To the best of our knowledge, this had not been done before.

Sure, there have been sessions before where live and virtual participants were placed on teams and worked on challenges.  Any number of technology suppliers provide the means for people to compete in a trivia challenge or earn badges where their scores or efforts get rolled up to a “team.”

 This isn’t team building – it is team gaming. 

Team gaming allows for individuals to participate and compete and even feel like they are part of a team but it doesn’t allow for a deeper, more sustained bonding and trust building that are necessary for team building.  If you want to add some energy and fun for an hour into your event, team gaming challenges are great.  If you want to help teams work better together and really get to know the people that they are on a team with, you need to do team building.

We used ECTC11 as a laboratory to try to see if this could be done in what we called “The Great Event Camp Challenge.”

What we did:

As mentioned before, team gaming for events is not too daunting – as long as you are focusing on individual participation from both live and virtual participants.  However, creating a custom team event for a hybrid audience presented some significant challenges.  We needed to look at how people engaged in the event, how they communicated with each other, how learnings were going to be processed, and how teams would work together as a team and not just as individual participants.

For the Great Event Camp Challenge, we decided to interweave the team sessions throughout the event.  We developed three different avenues for teams to participate:

  1. Team Challenges
  2. Team Badges
  3. Team Case Study

Each of the avenues provided teams with ways to earn points.  Ultimately, we had decided that we wanted this event to be competitive to help keep teams engaged and attentive.  The team with the most points won. 

Read More

Our Most Popular Team Building Programs

Here are the most popular team building programs from the last two years – lots of bonding and fun to be had with all of them!

our most popular team building activities

Building Teams – Is There a Growing Need?

Back in 1997, when The Lantern Group started almost 70% of our work focused on team development.  We did everything from on-going team development consulting with managers, to team assessments,  to experiential  ropes courses, to developed a number of fun and effective team building events.  Over the years, our focus shifted to other aspects of the business and our team development work decreased until for the last few years it comprised just under 10% of our revenue. 

But this year, something has changed.

Since February we have received more inquiries about doing team building programs than we have in the past two or three years combined.  These are both big and small programs – from groups 200 plus to small executive teams of 8-10 people.  The managers and VPs that we’ve talked to have indicated that they want to do something to help increase the effectiveness of their team while also providing them with a fun activity that can be a diversion from the everyday stress they have been under.

Normally I would just count my blessings and be thankful for leads coming in.   But this drastic increase has made me wonder, “why?”  Why the increase?  Why now?

I have a few theories:

1.  Pent up need – because of the recession, companies did not have budget that they could use to help build their team and improve bonding.

2. Changes in the teams – either through layoffs or attrition, team dynamics have changed and there is a need to improve how people work together

3. Need to have fun, but with a message – again, due to the recession, many companies have had people working under significant stress, longer hours, with more responsibility.  Astute leaders see that there is a need to let their people unwind and yet they want to make sure that there are some learnings and insights to be had

4. Work itself has changed – the very nature of work has changed with more people working off-site, more technology, more need to collaborate in new ways.  Good leaders use team development programs to help sort that out.

What are your thoughts?   Do you think there is a growing need?  Please leave a comment.

Electronic Maze – A Great Teambuilding Event and the Power of Serendipity

We just became a Value Added Reseller for the Electronic Maze! I know, strange huh?

I fully believe it was serendipity which according to dictionary.com is:

ser·en·dip·i·ty

/ˌsɛrənˈdɪpɪti/[ser-uhn-dip-i-tee]- noun

1. an aptitude for making desirable discoveries by accident.

2. good fortune; luck: the serendipity of getting the first job that she applied for.

The story goes like this.  We have been using the Electronic Maze since the first day of business at The Lantern Group.   We’ve done hundreds of events that have utilized the maze with great success.   Thousands of people have gone through it.   I wrote about 5 great insights from the Maze back in August (click here to read).  We’ve highlighted it as one of our key team building events on our Lantern Group Web Page (see here).

But I never thought that I’d be selling it.

Then the phone calls started happening.

The first was a few months ago – out of the blue, I got a call and somebody wanted to buy a maze from us.  I told them politely that we use the maze as one of our key team events, but we don’t sell them…sorry.  I didn’t think much of it at the time.   Then the second call came – same inquiry, “can I buy a maze.”  Again, sorry, we don’t sell them, but here is the website for the company that makes them.”   It seemed a little curious, but nothing more than a fluke.   But then the third and the fourth call came and I thought – wait, this might be something.

Apparently, when you Google “Electronic Maze” we are the second highest rated web page.

I thought to myself – cool!  I love the product – really do (we’ve owned them for over 14 years – with only needing to replace the batteries).  I think they can be used to address a number of team and leadership issues for a variety of participants (we’ve had CEO’s go through the maze, a group of women educators, assembly line workers, and managers from across the globe – to name just a few).  And now I’m getting calls about them.

I contacted Interal – the manufacturer.  I spoke with Boyd the President of the company (we had a great long talk about the many different uses of the Maze and how I’ve loved it for a long time).  Now we are a Value Added Reseller of the product.  You can contact us and we can sell you the Electronic Maze at cost (612-396-6392 or kurt@lanterngroup.com).

Serendipity at its best.

Insight # 6 from the Maze: Always be open to new opportunities!

1 lost commercial – 1 big teachable moment

This past summer I was conducting a team building program  for a company that does some fantastic work helping other companies work more effectively.  We conducted an event that had teams create sixty-second commercials that highlighted who they were, what value they brought and why somebody would use their services.  We consciously give them a lot of information and very limited time to make their commercials.   They had to do rush to get this done.

We told them that they needed to work together, be creative, and focus on quality…we emphasized how the little details matter.   As you will see, the little things really do matter.

One team accidentally taped over their commercial and had a little over sixty seconds of film that showed feet walking…

We took this as an opportunity to show how important the small details are.  We created the following video that was shown to the entire team at the video showings.  It was a fantastic teachable moment and one that was a highlight of the meeting.  The group discussed how easy it is for things like this to happen and what needed to be done to make sure that these types of errors didn’t crop up.

Take a look and let us know what you think…

By the way, the team re-shot the commercial and it was fantastic along with the others…shows you how adversity can bring out the best in us sometimes….

Teams – Part of the Motivation Equation

Team building

Team Building Fun!

We know teams

We do a lot of work helping improve how teams operate.  Some of it is straight old fun team building – you know the type where you go off-site for a day and do different types of games and activities (note – some people love these types of programs and others detest them with a passion).   Other programs we do are much more intense and involve really working on specific team issues and developing action plans for greater collaboration, communication, or productivity.

We’ve worked with big teams.  We’ve worked with small teams.  We’ve done programs for executives and for line-workers.  We’ve worked with teams that are working well and just want to get to that next level and teams that really are on their last leg and need immediate urgent care or they will implode.

We have done one hour fun sessions.  We’ve created on-going programs that last months and require intensive work by the participants.

Regardless of the type of team development we are doing – it is also part of building a more motivational organization.

Read More

The Four Drive Model, Blind Management, and Putt-Putt Golf – All in a Days Work

                                         

 

 

 

 

 

Yesterday, Kurt and I, (along with our good friend John Hall) facilitated two experiential teambuilding events, Blind Management and Build Your Own Course with 50 enthusiastic participants. It was wonderful to watch the different motivational drives in action.

Here are some of the ways the motivational drives showed up:

Drive to Acquire & Achieve:

  • Teams worked together to not only acquire the perfect materials to create their own putt-putt course but they also wanted to achieve success by creating an innovative 3 hole course

Drive to Bond & Belong:

  • The teambuilding events allowed the participants to work with individuals they did not know very well in activities that were specifically designed to help create an experience that fostered bonding.  By working together the individuals started to become a “team”. This is an incredibly important component that the participants can utilize back at the office – to utilize their new network of colleagues.

 Drive to Comprehend & Challenge:

  • The activities provided unique Challenges where the participants had to work together to both understand the challenge and complete it successfully. For example, when creating a putt-putt course from scratch and with limited materials, the team needed to come together to answer questions that provided them points to purchase materials,  design the ultimate course, build their hole, and then make sure the overall design worked.

Drive to Defend & Define:

  • The teams believed in their courses and many felt the urge to submit complaints and challenge the judges scoring results.  They had Defined that their putt-putt design was better than everyone else’s and they were passionate about enrolling others to their cause.

If you have an upcoming teambuilding event I encourage you to see how the Four Motivational Drives show up amongst your teams.

What are the dominate Motivational Drivers?

We would love to hear from you, share your comments below.

Susan

Share

Lessons from the Good Old Days…I Double Dog Dare You

Double Dog Dare

My first management experience was back in college and back then email was not the main communication tool you used with your team and cell phones were only used in the movies.  As an Assistant Director of the Residence Halls, I managed a small team of Resident Advisors.  It was old school communication; you met with your team in person and set expectations, reviewed the policies and procedures of the hall, asked questions, and even enjoyed moments of pure fun without the distracting email or texting clickety clack noise in the background.  

Technology has helped communicating with teams in many ways, especially when many teams have virtual or remote locations. But some days I long for the good old days when communication took place first and foremost in person and without cell phones, emails, or texting capabilities.

I miss…

  1. The Unspoken Language:  I miss the non-verbal cues that are present in an in person meeting. Something is missed when a team meets on a conference call. You can hear the voice inflections but you can’t see if they are rolling their eyes, read their facial and body language, or even know if they are actually paying attention during the call.
  2.  Free Flow Conversation:  Meeting with a team in person can be beneficial not only for getting things done but for also connecting and bonding with your team. The one off conversations before and after a meeting seem to flow easier than if the meeting was on Skype or a web conference. Technology burps happen, those unexpected hang ups, disconnects, or heaven forbid user error events disrupt the flow of a meeting and it takes people 10 minutes or more to get back on track and refocused.
  3. Cloud Distractions: Before the days of cell phones, email, and texting the biggest distraction during an in person meeting might have been the big puffy clouds floating outside.  And if you were in a brainstorming meeting those big puffy clouds could have inspired the next breakthrough product idea. Today it seems as if we are in a constant holding pattern, like trained dogs that come when their owner whistles we hear the incoming email or text noise and our immediate reaction is to look. Despite our greatest efforts not to look we still do!  The number and magnitude of distractions have increased along with the expansion of technology.

Don’t get me wrong, I enjoy utilizing technology and harnessing the amazing benefits that it has to offer but I also like to harness the amazing power of bonding with a team in person.  Managing and inspiring a team is more of an art than a science.  The next time you schedule a conference call and you are all in the same building why not meet in person, I double dog dare you!

S. Stone

Share

Teambuilding: More Than just Teamwork

IMG_4933

Yesterday was a whirlwind as our team facilitated a commercial challenge teambuilding event. Cameras were rolling and competition was in the air as 12 teams created a customized 60 second commercial answering a specific question on how their customer viewed a particular product.  I could see a determined focus in the teams as they set out to write their script, choose roles, scout locations, and obtain the perfect props to enhance their film.  It always amazes me what group and individual dynamics appear during a teambuilding event. Some of the behaviors are new while others are tried and true stand bys that seem to creep up to the service anytime stress or tension is in the air.

As I observed and worked with the teams, four things stood out:

  1. Leaders Emerged Quickly: This particular group of 100 people was not shy and the leaders emerged quickly.   The gauntlet had been thrown and the teams were on a mission to win one of the awards along with the bragging rights of having the coolest commercial.
  2. Inspired Creativity: Sometimes a creative spark is easy to generate to get the ball rolling while other times it can feel like the idea bank is nothing but a dry well.  Yesterday, the creative energy was alive and flowing as teams summoned their imaginations that may have been dormant for years and turned common everyday items into magnificent commercial props. Sometimes a hotel towel can turn into a life saving vest!
  3. Shared Experience: It seems that the more technology influences our daily lives the more disconnected and removed we become from face to face contact.  The teambuilding event brought back the ability for people to hang out, bond, work outside of their comfort zones, and share laughter.  This shared experience is now a part of their memories and technology is not able to delete this from their memory database.
  4. The Customers’ Shoes: One of the objectives of the event was to create a compelling commercial from the perspective of the customer. What a great opportunity to take a test drive and walk in the customers’ shoes. The insights that were gained by shifting perspectives were very enlightening for the participants.

Teambuilding when done effectively with a purpose and clear objectives in mind can be a powerful motivator for groups large and small. The group of 100 participants yesterday experienced learning the old fashioned way by igniting the power of creativity and imagination.

Share

Four Drive Model: New Theory on Employee Motivation

The Four Drive Model of Employee Motivation was presented by Lawrence and Nohria in 2002. The model is a holistic way of looking at employee motivation beyond the typical “pay” model that is prevalent in the corporate world today. I will not go into detail regarding the model here, but just give  an overview and how this model presents a new way of thinking for organizational leaders (see here for how leader’s can impact performance using it).

The Four Drive theory is based on research that shows four underlying drives – the drive to Acquire & Achieve, to Bond & Belong, to be Challenged & Comprehend and to Define & Defend.

Each of these drives are important if we are to understand employee motivation. While companies typically focus on the drive to Acquire & Achieve (i.e., base pay, incentives, etc…), the other three drives play an integral part in  fully motivating employees. Thus, the new theory provides a model for employers to look at when they are trying to find ways to increase employee engagement and motivation.

For instance, companies often pay lip service to team building as they don’t see how it really impacts performance. The Four Drive model shows that team building relates directly to the drive to Bond & Belong – which in turn can influence an employees motivation. Thus conducting a team building session should no longer be just about having fun for a few hours, it should help a company’s employees positively build and enhance the bonds they have with their co-workers.

The drive to be Challenged & Comprehend  highlights the fact that we perform better when we are not bored or “not challenged” and learning on the job.  Instead of trying to automate and simplify all work, leaders should look at how they can enhance or create challenges for employees and provide them opportunities to learn and grow.  With this in mind, organizations must look at how they are structuring their jobs, their projects, their incentives.

Organizations do not typically think of the drive to Define & Defend when they are thinking about motivation. The Four Drive model indicates that a company’s reputation, its moral bearing, the culture and what it does can all be significant factors in how motivated employees are. Think of the different motivation an employee would have working for a pharmaceutical company that is providing life saving medicines for people or a one that is out to maximize shareholder returns. Which do you think would have the more motivated workforce?

Note: Alright, a theory that is almost seven years old really isn’t new, but theories moving from academics into the real world often require a much longer time to be accepted – so I’d give this a good grade! For more information, please go to www.lanterngroup.com or www.prlawrence.com

A LOOK BACK AFTER ONE YEAR –  6-11-10

We have done much work on increasing our understanding of the 4-Drive Model of Employee Motivation over the past year.  We are in the final stages of development for a 4-Drive Assessment that will help people understand how the four drives influence their individual motivation.  Another area of research for us was to look at how managers can use the 4-Drive Model to create programs, put in place systems, and change their behavior to increase their employee’s motivation.  All of this work has helped solidify our understanding of the 4-Drive Model and reconfirmed our belief that this is a very powerful employee motivation model.  We now understand that using this as an underlying architecture for creating a motivational workplace can be very beneficial for organizations.

Our work in this area has also shown that there are some weaknesses to the model.  For instance, “Purpose” isn’t really addressed in the model.  Purpose has been shown to be a key motivator in individuals – highlighted in Pink’s recent work but dating back to research done by Deci, Eisenberger, Locke, Lathum and most importantly Leider.  In the 4-Drive Model we have been forced to put passion under the Define & Defend Drive – but that stretches the current definition for that drive.  We are currently working on a way to integrate Purpose into the 4-Drive Model.

All in all, we still believe that the 4-Drive Model is one of the strongest and most robust models to help understand employee motivation and engagement.  We are working on developing more actionable tools and programs so that managers can both understand the model and be able to use it to increase their employee’s motivation.  It is with great anticipation that we are looking forward to the next year and taking this to the next level.

12/15/10

Please see Rethinking the 4-Drive Model of Employee Motivation for further thoughts on this model and how our thinking has led to new ideas.  Here are some other links to blogs we’ve written about the 4-drives Impact on Leaders here, and other four-drive info here, here, here, here and here.

Kurt

Powered by WordPress & Theme by Anders Norén