Dear All:
I am a Communication Trainer however, I would need to conduct a Training Session on Team Building for a team in my firm. This team is
a mix of Team Leaders, their immediate subordinates and their trainee juniors.
Their manager had addressed the following concerns about this team:
1. Cannot take positive criticism.
2. Too much of "me" among the team members.
3. No co-operation at all.
4. The team leaders & their immediate subordinates stay grouped which
makes the trainee juinors feel left out and results being treated
5. Lack of maturity.
6. Inappropriate delegation of work.
7. Ineffective Time Management.
Please suggest how should I go about organizing a Team Building training session or workshop for such a mixed audience but on the same issue.
Please guide.
With much thanks,

From India, Pune
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From India, Bangalore
Dear KVE,
you can make groups, each having team leader, their subordinates and junior trainees. Then you can ask them to produce a drama or play and inact the same. This will result in unleashing their innovative selves, mixing them up with each other and will be entertaining for all of them as well. Ask each one of them to take part.

From India, Indore

Dear Radhika:
Thanks for your time and suggestion.
I found it very intersting. As you say it could actually unleash their interpersonal behaviors. However, could you also guide me about the course content for Team Building. Because I understand the team building training for these people with such issues would require to be tailored.
I find myself lost about the course content.
Please suggest.

From India, Pune
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From India, Delhi
Dear KVE,
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Jayant Dofey

From India, Pune
This is NOT A TRAINING issue. It is more of a regular coaching and feedback issue. I can tell you that there is one person in the team who is there on a vendetta. Rest everyone else in the team is following that person's portrayal of the inefficiencies of team leader/manager.
Solution: Try to use that rebel's energy constructively (make him/her feel important but do no give any 'crucial' responsibilities to him/her) or if you cannot do that then move that person out of the team where s/he can cause least harm to the team's morale and congenial environment.
I re-iterate : This is not a training issue but a coaching issue. If you need a coaching and feedback session for the managers, do feel free to involve any of the trainers on the forum (including me).
Best regards.
Jayant Naharwal

From India, Delhi
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OEL uses the concept of adult learning, wherein learning happens because of the experience you undergo. While undergoing these simulated experiences during OEL the participants are so involved in that sometimes during facilitation they actually forget how they behaved under stress. For a more effective facilitation at the end of the experience, it is therefore important that the participant remember clearly how they behaved under stress and the corrective action necessary.

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1. To take back the learning to you work place where it can be shared with the superiors when they are not part of the actual team which underwent the exercise.

2. The team themselves can revise the moments and come out with a better action plan to become more effective.

3. It can be used as a baseline and to check the ROI of the program when a post program feedback is taken from different people regarding the improvement seen in the team after attending the program.

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We sincerely feel that our proposition could increase the effectiveness of the complete OEL experience. We are looking forward to hearing from you in this regard and meeting you to appraise you of the modalities of the video shoot.

Thanking You


Rajendra Poduval


From India, Mumbai

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