Teambuilding can be delivered in many formats.

Whilst we offer our fun orientated events we also provide a multitude of facilitated events, which are still high in tempo but represent the more theory based dynamics of team performance.

These are normally integrated with a customised teambuilding event to bring a theory to practice.

This concretes the values giving teams long term value and benefit with ongoing results in the workplace.

Our Most Popular Facilitated Sessions Include:

Belbin Theory

The Belbin self perception inventory is a series of questions which ask the participant how they behave in certain situations.

From the answers the facilitator can surmise which profile fits the participant.

This can then be discussed between team members as they understand what the findings mean to them.

You will have a score for each role, so you will not be 100% one.

You will have scores in each role and the result will make up your personal profile.

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Myers Briggs

The MBTI was developed by Isabel Briggs-Myers (1897 - 1979) and her mother Katherine Cook-Briggs.

It is based on the work of Carl Jung and particularly his book Psychological Types.

Essentially within the MBTI there are 16 types and a survey will tell individuals which type they are most like.

In a team building setting the objective of experiencing the MBTI might be:

To raise awareness and increase understanding of yourself and others in your team and to value the differences between you.

At the end of the workshop you will write a personal action plan which will contribute to you and your team's development.'

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Strength Deployment Inventory

The idea behind SDI is that it is not organisations that are successful, but the people who work within them . They drive it forward, slow it down or even put it into reverse!

The values of an organisation can be measured by the expertise of its staff and their ability to work together. The bottom line will reflect the skills of staff and the quality of their relationship.

Soft skills or fundamental skills?

Having a relationship with people is not optional. Whatever your job, whether you produce, sell or service, you will do this in the context of other people - people are your working environment. Your skills in that environment impacts directly on the success you enjoy.

Having staff skilled in interpersonal relationships is not a soft option, it is fundamental to the business and impacts directly on productivity, morale and the bottom line!

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Abraham Maslow

(1908 - 1970) was an American psychologist and behavioural scientist who also spent some of his career working in industry.

His book, Motivation and Personality, was published in 1954 and his theory has become an important part of the study of workplace motivation.

Maslow saw human needs as a hierarchy which was represented as a triangle for ease of understanding.

The first need, Survival, is placed at the bottom.

Maslow surmised that people could not commit to moving on to the next need until the previous need was fully attained.

Once the needs were attained they would cease to be a motivator, so motivated people would start to look to the next need in order to satisfy themselves.

If a manager can see where an employee is in the hierarchy then they will understand how best to motivate that individual.

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