Teambuilding | Behavior Matters!

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Secure Your Future by “Leading Human”

Woman sitting at computer working with laundry basket on the desk next to her

Building a Positive Workplace that Deals Effectively with Today’s Stresses

Caroline slumps in her chair, stares out her kitchen window, and wonders how it came to this. She looks down at the e-mail from her boss and shakes her head thinking, “She doesn’t understand.”  

The kids are arguing in the background… something about whose turn it was to take out the dog. Looking around the kitchen, she notices that the dishes from last night’s dinner are still in the sink, unwashed. In fact, the whole house is a mess, clothes lying where the kids dropped them, the half-done puzzle pieces litter the table, dirt tracks from the dog across the floor, mail is strewn about the countertop, unopened. The only part of the house that is reasonably orderly, she realizes, is the part right behind her, the part that is seen in the background of her Zoom calls.

She frowns. 

Caroline looks back at the e-mail and reads it again, “Caroline, Hi! Can you give me a call this morning before 11:00? I just got the sales reports in and I need to talk to you about your numbers. ~ Ramona.”  

She sighs; her mind is racing, “I know my numbers are off this quarter, but damnit, things are chaotic right now. How can she expect me to keep up the same pace that we had before?”  Caroline’s heart is racing, and her stomach is twisted into knots. She hasn’t slept well for the past few months and wakes up wondering, “What happens if I lose this job? How will we make it?”   

She takes a deep breath and starts to reach for the phone but stops, and just stares blankly out the window, leaving the phone untouched on the table…    

Handling this new workplace and the stress it puts on your employees requires a new approach to leadership. It requires Leading Human™.

What does it mean to Lead Human?

Leading Human means leading with humility, self-awareness, and a desire for purposeful growth. We are in a time of unprecedented change and transition in business.  

Employees who feel happy and purposeful at work demonstrate higher productivity, increased motivation, and greater feelings of organizational alignment. In the past, we might have perceived the costs of a non-inclusive leader as negligible; in the wake of a global pandemic and unprecedented lifestyle impacts, we have seen firsthand the real difference thoughtful leadership makes, not just in the short term, but also for the reputation and performance of the company in the long term. 

Even during times of crisis, organizations need to be productive and motivated, or output will suffer. It is humans who develop and produce vaccines, who diagnose and treat diseases, who debug the software we rely on to communicate virtually. 

Leading Human helps leaders who manage teams understand how to generate the behaviors that lead to higher productivity, increased motivation, and loyalty. It brings the tools, knowledge, and skills necessary for you to implement a more human-centered workplace that can drive improved performance and employee satisfaction – all backed by the latest insights from behavioral science. 

Ok… so how do I lead Human?

Luckily, we created a playbook for that very purpose, we hope to empower you as a leader and enable you to channel your best, most authentic leadership —a key step in the new workplace environment to optimize your team’s well-being and success

The Leading Human Playbook is an 84-page comprehensive guide to building a positive workplace that deals effectively with today’s anxieties and stresses. The companion Leading Human Workbook takes the science-backed insights detailed within the playbook and allows today’s forward-thinking leaders and organizations to turn those insights into action.

Woman looking into the camera with text an graphics surrounding her
Grab your copy of the Leading Human Playbook and Workbook today!

Backed by leading experts in the fields of Behavioral Science and Behavioral Economics, Leading Human was created in response to the wholesale changes and disruptions we have all experienced this past year. This roadmap outlines the key steps organizations and leaders must take in order to come back to work successfully and compete in the new world.

Leading Human™ goes beyond just the re-entry from the pandemic and impacts the core of how work will happen in the future. These changes mean that we need to shift the way we lead. Thus, we need to not only understand the stress and emotional factors that our employees face, but we also need to address those factors head-on, creating a more welcoming and safer workplace, develop leadership routines that account for employee emotions, and enhance our leadership communication skills.

Our work with experts in human dynamics and our own expertise in this field allowed us to gather key behavioral insights into an actionable toolkit for managers. Leading Human™ focuses on four key areas that leaders can work on to help drive a successful transition. Our work has shown that Creating Psychological Safety, Building a Team Charter, Implementing Human-Centered Routines, and Charting a Clear Path Forward can make a significant difference in employees’ emotional connection to the company and successful re-entry. The book guides managers through specific rationale on each of those key areas and gives them specific tools to implement some of the ideas.

A collective 40+ years of working with organizations to apply behavioral science for increased performance went into creating these resources. Don’t get left behind in today’s hyper-competitive world –grab your copy here.

The Top 5 Reasons Businesses Need Behavioral Science

By Kurt Nelson, Ph.D. & Ben Granlund

hands coming together over desk with text overlay
Behavioral science can be the key to organizational success

Imagine getting the chance to earn $2 for doing absolutely nothing. Would you turn this down?  

Most people say no, yet study after study shows that people often refuse the $2 payout, sometimes more. Why is this?

Cartoon of two people talking, one offering money and the other turning it down

This strange behavior comes down to how we perceive fairness and retribution and can be observed in a simulation behavioral scientists call “the Ultimatum Game.”

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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. 

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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.

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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

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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

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