Welche Teambuilding-Strategien gibt es, um sicherzustellen, dass sich alle Mitglieder wertgeschätzt und einbezogen fühlen?

It's important for leaders or employers to understand the individual goals of their team if they expect the team to share responsibility for the company's goals. Bottom line, it is much easier to get buy-in for company goals if employees feel that reaching them also helps them reach their own goals.

Acknowledge their aspirations and align them to the business' aspirations - People usually get too involved in the operations, goals, and KPIs and forget that they are not working with machines, they are working with other people who have their dreams, goals, and aspirations. In the process, you will find out that their aspirations have so much in common with the rest of the team and they have a common aspiration for the business as well. It's there, you just have to talk about it. Once they are aligned, make sure you remind them to keep them focused and motivated.

In my experience appreciating the team build confidence in the team. Confidence will in turn make the team more stronger to take new challenges and accomplish them. Confidence will empower individuals to accept new challenges and build a a strong personality

Building Team Skills - By Meeting/Communicating Regularly Regular Team Meetings (preferably some face to face) give team members an opportunity to share their team and individual ideas and also provide an opportunity to share something about themselves. Having the team familiar with each other, breaks down barriers (particularly any power imbalances) and allows for more open and transparent communication as well as enabling the 'Team' to become a circle of support.

Team building is like the secret sauce to a successful group, and making everyone feel valued and included is key. It also doesn't have to be serious and stuffy. Get creative and get everyone involved. Example: A team adventure quest. Create a digital treasure map with tasks and/or challenges related to a project. Team members pair up randomly and solve these puzzles together, using their unique skills and knowledge. Completing the quest boosts collaboration but also reveals hidden talents and strengthens bonds. For an extra thrill add a prize at the end. ✨

To do so, I always start with 1:1s to understand that person's drivers which would help project to be successful. I've collaborated with many diverse people across the organizations and key is the communication at first, inclusion and being respectful to that person values/ideas

An easy way to encourage diversity of thought toward systems, beliefs, and cultures within the workplace is by doing cross-functional activities. To learn how to see through the eyes of someone sitting across the table from you, but across the organization. To see how their process works, their systems, their workflow and this is even better when the organization has a global reach.

I personally like to openly point out the differences of opinions during a live discussion and how valuable it is. I don't focus on any other difference. I think when we bring in other variables in our differences (other than our opinions and ideas)...then it stops being about work and it's more of a personal thing. And yes...I celebrate personal difference attached to culture, education, experience,etc...but I do it outside of the work setting. My point is....I would rather put ideas and opinions at the top of the value list to show my people that I value diversity on how different they think and how valuable opinions are for the overall team.

Sometimes when I do diversity and inclusion trainings, I kick it off by going around the room and asking people what is their role, what is their ethnicity, and to share a tradition they engage in that is part of their culture. It's a great opportunity for colleagues to learn about each other, value and be proud of the diversity in the room, and make connections after the training. It works amazing. Try it in your next meeting or training and you'll remember me.

Learning from your team about how they want to be developed, recognized, receive feedback, is so important. By giving each team member individual time to learn about what drives them and what makes them shut down will help you tap into their unique perspectives effectively and respectfully. Once the trust is built individually, you can bring your team together for them to share things amongst themselves while you support a safe and open environment for learning and idea sharing. Once they feel safe having open conversations about thoughts, ideas, and culture, watch your team thrive and flourish! Lean into their unique and diverse skills and perspectives to engage and encourage them. A diverse, safe team equals growth!

I have found that encouraging feedback and participation is not only a strategy, but a way to create a culture where every team member feels heard and included. In my experience, actively promoting participation creates an environment where my team feels that they can provide insight, feedback or suggestions, without fear of reprisal. In turn, the open exchange of ideas has provided profound benefits, including a richer pool of solutions and ideas. The team is more willing to tackle challenges, while also building trust amongst one another. I've implemented brainstorming sessions which include polls and surveys, which allow each person to input their thoughts on a subject. And let's be honest.. Feedback both given and received is vital.

I believe in order to help team members feel included one must foster and encourage communication, promote collaboration amongst team members and cultivate shared best practices is the key to a successful team and increasing team cohesiveness.

Safe/brave space sharing has been a game changer in culture change management. By allowing the team to share real-time feedback amongst each other amd with their leader, they are able to correct and move forward faster. This creates better flow, process improvement, and an engaging culture that fosters diverse perspectives. Kind, respectful candor is critical in a team's environment for trust and confidence.

First of all, i always keep in mind that we are all human beings so i try to recall memories of my personal experiences to prevent bad ones and promote the best ones along with my team. When problems or issues arise, i use to involve key players explaining objetives and limitations to encourage them for brainstorming. After hearing their opinions, i often share with them some feedback with my insights and considerations for best solution and allow them for "fine tuning" if needed. This way they feel encouraged and motivated to develop solutions on day-to-day activities. It also makes them feel heard and in my absence they solve problems same way by themselves. Top performers are also considered for new assignments and challenges.

So to insure that participation and feedback do not consume the amount of energy and diminish the hard work of all it is vitally important to work on the communication processes within the team. This is definitely one of the challenges of the leader where it is imperative to have team managers who have the talent of being good listeners and great communicators. If you have managers that possess this ability then it is important from the leader through the managers all communicate effectively to the entire team.

Promoting collaboration and communication are essential and allow us to approach challenges for different angles, while also empowering your team. In my experience, our fast-paced world allows for a range of tools and platforms at our disposal, allowing collaboration to be effortless, regardless of physical distance. Collaboration is not only a strategy, but a tool to allow every voice to be heard and valued. It collectively brings each person's strengths and skills to a particular project, while also giving validation. This allows us the entire team to work cohesively and work towards a goal. By embracing these principles, we contribute to the overall team's satisfaction, which in turn, impacts the quality of production.

Promoting communication and collaboration is essential for effective team building. Establish clear communication channels, schedule regular team meetings, and use collaborative tools. Define shared team goals, celebrate achievements, and address conflicts constructively. This approach creates a cohesive and productive team that thrives on open interaction and collective effort.

I think one thing that sabotages collaboration is an imbalance of whose doing the speaking. One way to combat this is to create more structure in meetings. For example, introduce the topic, followed by individual reflection and then invite everyone to share their perspectives before having free flow conversation.

La comunicación interna suele ser la clave del acceso a la colaboración. Lograr que los equipos primero sepan la trascendencia tiene su participación y luego explicar los canales habilitados suele ser el secreto de un trabajo eficiente y colaborativo. Suele ser muy útil distinguir software para la comunicación objetiva de procesos y proyectos de aquellos que ayudan a desarrollar creativamente los vínculos internos que son en definitiva los que potencian el trabajo colaborativo.

We often assume what we like as recognition is what others want. Many feel very uncomfortable being publicly celebrated! I like to ASK in an onboarding or purposeful team survey - with options we provide, eg private note, lunch with a leader, social job anniversary post, etc - how does each individual APPRECIATE a thank you. Its awful to think we celebrate team members and feel great about it yet secretly they are cringing! Ugh!

Celebrating achievements and milestones is a vital component of team building. It boosts morale, fosters a positive work environment, and reinforces a sense of accomplishment. Recognize both individual and team successes regularly, using various forms of acknowledgment like rewards, incentives, or public recognition. Mark milestones with enthusiasm and organize team celebrations to strengthen bonds and create a culture of achievement. This practice not only motivates the team but also encourages them to strive for even greater success in the future.

Creo que los premios suelen dar ganador a uno y perdedor a muchos por eso, desde hace años, potencio la celebración del cumplimiento de objetivos. El scrum es un buen ejemplo de cómo se puede lograr un éxito colaborativo entre más de un equipo con funciones y profesiones diferentes. Las notas de agradecimiento personales y personalizadas me parecen el mejor de los reconocimientos, tanto para agradecer como para hacer saber que valoramos personas por sobre empleados.

It is of outmost importance to #support and encourage each individual's personal growths and achievements. Everyone has a personal pace and mostly different aspirations that is what makes us unique. As someone can grow personally this also influences one's morale and overall well-being. It not only helps with self motivation but also radiates to others aroumd thus sharing such positivity and motivation to the whole #team. Focusing on "letting" people be self motivated will ease this process throughout a team and company, because keeping a team motivated is maybe one of the hardest skills to master. Motivation can be different for each and it is not always communicated, thus giving flexibility and possibility for growth benefits all.

It’s all about leadership and I had the privilege of serving under one in General Norman Schwarzkopf who had some very simple rules when it came to leadership. 1. Leaders lead people not systems or processes. 2. Character people pick character to follow during times of crisis. 3. Don’t tell them how to do the job! Allocate resources, set standards and the results will exceed expectations. Leaders do not deal with how to get the job done, they surround themselves with talent, allocate resources, remove roadblocks and allow the talent to excel. 4. Leaders love their “troops” and let them know in many ways. Another aspect of leadership I’ve seen hold true. When the people we lead truly know that we care, it can make all the difference.

In my experience the "6th strategy" is so much more than a strategy; it's also a reflection to the commitment and growth within the company. Providing opportunities for personal & professional growth empowers the team to enhance the skills they have already set forth. Allowing opportunities and investing in each employee's development, enables growth. If the individual grows, so does the team's overall performance. In my experience, strategies such as goal setting, performance reviews, and planning help guide their development, AND SUCCESS. When I set clear objectives and goals for my team, even within individual growth, the team members thrive.

A maioria dos colaboradores compartilham em certo grau dos valores da empresa, mas isso não traduz automaticamente em engajamento. Os objetivos da empresa, por outro lado, podem não ser exatamente os do colaborador. Nem sempre esses objetivos vão alinhar completamente. Em um ambiente em que mudança de empresas é cada vez mais comum e inclusive natural, o desempenho maior vem quando os indivíduos sentem que a empresa entende suas necessidades e contribui ativamente para a busca de objetivos pessoais. Especialmente objetivos que não estão ligados ao foco da empresa. Esse reconhecimento gera uma energia que naturalmente vai criar um trabalho de maior valor.

In today's world leaders must learn to lead in a distributed hybrid environment. A quick way to build a team is to leverage a team assessment to allow members to share their strengths, gaps, and build a shared language.

It is my opinion that when a team is made up by people from different backgrounds, experiences, and perspectives, it allows the team to be better equipped to tackle complex problems and find creative solutions.

Implementation of a comprehensive recognition system. This involves acknowledging and rewarding individual and collective achievements, reinforcing the idea that each team member's contributions are integral to the overall success of the team. Fostering a culture of psychological safety is paramount. Encourage open communication and create an environment where team members feel comfortable expressing their ideas and concerns without fear of judgment. Consider conducting regular diversity and inclusion training sessions to raise awareness, promote understanding, and provide practical tools for creating a more inclusive workspace. Customise team-building activities to align with individual strengths and preferences.

Inclusive Learning - Actively involving teams in the process of Learning new things is a powerful enabler of motivation. Learning new things is a natural human reward center, with that comes the sense of achievement, pleasure , happiness. It builds togetherness, empathy and bond that is more permanent than the hedonic happiness that comes from traditional reward and recognition methods.

Talk to your team as you would like to be talk to ,Respect and nurture goes a long way . What I have learned as a Team Leader is that every skill can be teached/ learned however, to be able to respect people for who they are and accept the weakness as you accept the strengths of each team members will make your team respect you and truly accept you and trust as leader.