Team building is a circular process: the team learns, events happen, new members join and so onwards.
A linear process with a beginning middle and end does not match the reality of most executive team building.
I developed this model in response to a tender - and so I thought it would helpful to post it here.
It centres on asking a series of questions at each stage:
Weaving the history:
- Where have we each been until now & what past events have shaped who we are?
- What events and trends have shaped the organisation & wider context in which the team sits?
- How does the combined immediate past change anything in the team?
Assembling the learning
- What have we learnt about who we are and what we bring to teams?
- How has our organisation and wider context learnt how to behave towards our team?
- What theories about team work have we acquired?
Understanding the present
- What are the external challenges in the organisation and wider context we face as a team?
- What are the internal challenges we face as a team?
- What do we need to do to ensure our team is robust enough to manage the present?
Shaping the future
- What do we want our organisation to achieve?
- What kind of team will we need to build in order to nurture these achievements?
- What constant principles do we all need to work to as a team?
Making the future history
- What ways of working together do we need to establish to make the future happen?
- How do we negotiate our relationship with the organisation and wider context?
- What actions will make our chosen future historical