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When we talk about team building, we generally focus on the benefits of enhancing team connectedness and collaboration and the resulting improvements in retention and productivity. These are great and often immediate outcomes; however, the benefits don’t stop there.

I was recently reminded of this quote from Clayton Christensen:

The reason why successful companies fail is they invest in things that provide the most immediate and tangible evidence of achievement

Christensen’s point being that while many organisations enter a market with a clear, distinct value, as they mature, they often conform to industry norms. In doing so, they dilute their value proposition and eventually suffer category commoditisation and/or disruption.

While it’s critical that leadership continue to challenge what will help future proof their organisations, it’s equally important that the broader team, those often closest to the customers, can have that challenger mindset also.

In addition to the more obvious benefits, Team building activities can provide a safe environment for team members to take risks and try new things. They can help team members develop a growth mindset and become more comfortable with taking risks, which can lead to more innovative thinking and problem-solving in the workplace.

When employees feel empowered to take risks, they are more likely to come up with new ideas and approaches. This can help organizations stay competitive, adapt to changing circumstances, and achieve their goals.

In addition, risk-taking can help employees develop new skills and expand their capabilities. By taking on new challenges and pushing themselves outside of their comfort zones, employees can gain valuable experience and insights that can help them grow both personally and professionally.

Moreover, when employees feel confident to take risks, they are more likely to take ownership of their work and feel more invested in the success of the organization. This can lead to higher levels of engagement, job satisfaction, and commitment to the organization’s mission and goals.

As we approach the EOFY and many of you finalise your people & culture budgets for FY23/24, consider if you can afford to play it safe, or, if you need to empower you team to help unlock your next phase of growth.


Thanks for reading.

Oliver Sheer, Joint Managing Director, Be Challenged.


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