One of the great mistakes I continuously see organisations make is trying to deal with and solve teamwork problems by organising and participating in team-building exercises. Now, don’t get me wrong; I have no problem with team-building exercises. In fact, as a bit of fun and a distraction from the team’s day-to-day operations, they can prove to be most beneficial.

But when it comes to solving problems, dealing with issues, and overcoming obstacles, no team-building exercise is better than tackling the problems head-on.

Today, like yesterday and similar to tomorrow, we will see any amount of organisations taking part in an offsite retreat of some description. Each will have its own structure and direction. The commonality will be to build purpose and team spirit. Unfortunately, what is planned and what happens can be entirely different.

The reason is simple. Unfortunately, the sense of purpose, unity, and cohesion formed through the offsite team-building exercise usually doesn’t always translate back into the work environment once the retreat has concluded.

Here are a few reasons as to why this might happen:

1. First and foremost, the people involved do not translate what they have just done to the issues they face at work. They have had a fun and entertaining day and have been exposed to some of the theories of teamwork, but for many reasons, they never make the connection between the exercise and their reality.

2. In most situations, and of course, depending on the numbers involved, the team-building exercises see one group pitted against another in the name of friendly competition. As fun and innocent as this may sound, it does, in some cases, have the ability to bring out the worst in some. The exercise begins, and before long, you have certain people doing whatever they can in the name of team dominance and individual success.

3. The exercises, breakout sessions, and presentations do not align with the strategic intent or goals of the team or business.

4. Participants don’t feel part of the offsite’s reason, rationale or purpose.

5. Too much emphasis is on fun activities and not enough on the real issues.

6. There were no clearly identified goals for the offsite or the activities within it.

7. People’s personalities, values and beliefs are not fully considered when activities are being considered.

8. What might seem like a harmless, fun activity could be totally the opposite for some.

Now, please don’t get me wrong, offsites and team building exercises can be great, but in my experience, they are a poor substitute if real issues need to be addressed. However, this does mean the offsite cannot be used to enhance the more general aspects of team building.

For instance, if you want to help improve how the team works together, have them work on how the offsite will be structured, what the agenda might be and what should come from the experience.

If you want to see an increase in effective communication, then structure both the development of the offsite and then the offset itself in a way that dictates the team must effectively communicate with each other.

Team functionality can and will be highlighted in how the offsite is created and executed. The assignment of roles and responsibilities and how these are owned and executed by the individual and the collective will highlight the effectiveness of the team and the people within it.

These are general aspects of effective teamwork but are factors that can be enhanced through a well structured, communicated and executed offsite. 

Regardless of what is done and how, the goals of the offsite should be simple and obvious. What is done has to be specific to the team and its needs, and it has to be able to transfer into the day-to-day operations and goals of the team. 

If these outcomes are at the forefront of both the planning and execution of the offsite, then without doubt….

The Journey Continues!