Most progressive companies have long moved away from the management approach where managers make all the decisions and the rest of the employees simply obey instruction. The modern approach is to allow smaller groups of employees to make decisions themselves, to implement new procedures and to take responsibility for their performance. With a team building exercise Baltimore MD companies hope to improve the efficiency of their teams and to motivate their employees to improve their productivity.
It has become very popular to send working groups on special excursions that are supposed to allow members of the group to interact with each other, to get to know each other and to learn techniques that will improve their productivity and contentment at work. Both personal and group development and growth is desired from these excursions, which vary in length from a single day to a few days.
There is no shortage of contractors that advertise their services as expert facilitators for corporate group excursions. The scope of the programs that they offer wildly, with some specializing in a very specific area, such as communications skills. A large variety of others, including activity managers, motivation speakers, psychologists and venues have also realized that companies are willing to spend considerable amounts on the development of their employees.
Hiring a specialist to conduct a group development session should be undertaken with great circumspect. There are many charlatans in this market. Contractors under consideration should be able to submit valid references and these should be followed up in great detail. Feedback from a reference to the effect that they had a great time is not valid. It is easy to arrange a great time when somebody else pays.
It would be counter productive to ask facilitators to submit quotations before they had the benefit of a detailed briefing. They need to know exactly what the objectives that the client hope to achieve are. They also need information regarding the participants, including information about special needs. The budget need to be made clear. Facilitators will need all this information to prepare a sensible quotation and proposed program.
If possible, it is best that prospective facilitators present their proposals and quotations in person. In this way queries van be handled immediately and delays can be avoided. The program should be discussed in detail and the participants should be able to provide input regarding the activities and other components of the program. The facilitator must also explain how the objectives of the excursion will be satisfied.
To gain full value from a development excursion detailed feedback should be asked from the participants. The group as a whole should compile a report focusing on the quality of service rendered, problems that were encountered and the value of the program in achieving the goals of the excursion. Individual group members should also provide feedback, possibly by means of a questionnaire which will make the compilation of statistics easier.
In the modern business environment productivity, creativity and work groups that accept responsibility for their roles in the company are all very high priorities. The company has a responsibility to help employees and groups of employees to develop personally and as groups. In the end it is the company that will benefit.
It has become very popular to send working groups on special excursions that are supposed to allow members of the group to interact with each other, to get to know each other and to learn techniques that will improve their productivity and contentment at work. Both personal and group development and growth is desired from these excursions, which vary in length from a single day to a few days.
There is no shortage of contractors that advertise their services as expert facilitators for corporate group excursions. The scope of the programs that they offer wildly, with some specializing in a very specific area, such as communications skills. A large variety of others, including activity managers, motivation speakers, psychologists and venues have also realized that companies are willing to spend considerable amounts on the development of their employees.
Hiring a specialist to conduct a group development session should be undertaken with great circumspect. There are many charlatans in this market. Contractors under consideration should be able to submit valid references and these should be followed up in great detail. Feedback from a reference to the effect that they had a great time is not valid. It is easy to arrange a great time when somebody else pays.
It would be counter productive to ask facilitators to submit quotations before they had the benefit of a detailed briefing. They need to know exactly what the objectives that the client hope to achieve are. They also need information regarding the participants, including information about special needs. The budget need to be made clear. Facilitators will need all this information to prepare a sensible quotation and proposed program.
If possible, it is best that prospective facilitators present their proposals and quotations in person. In this way queries van be handled immediately and delays can be avoided. The program should be discussed in detail and the participants should be able to provide input regarding the activities and other components of the program. The facilitator must also explain how the objectives of the excursion will be satisfied.
To gain full value from a development excursion detailed feedback should be asked from the participants. The group as a whole should compile a report focusing on the quality of service rendered, problems that were encountered and the value of the program in achieving the goals of the excursion. Individual group members should also provide feedback, possibly by means of a questionnaire which will make the compilation of statistics easier.
In the modern business environment productivity, creativity and work groups that accept responsibility for their roles in the company are all very high priorities. The company has a responsibility to help employees and groups of employees to develop personally and as groups. In the end it is the company that will benefit.
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