1. Make two lists; a Must-Have List and a Nice-to-Have List. Grab your fiancé to do this with you.
Your Must-Have list contains things you know you need to make the wedding the most successful to you. Your Nice-to-have list is for anything else that will be good to have but does not determine your wedding’s success or your happiness. Let’s not deceive ourselves, not everything is a must-have so be true to yourselves as a couple and make that clear from the beginning.
2. Review your Must-Have list and put a timeframe to each item with the corresponding cost. Thankfully, I have created a wonderful Wedding Budget Template to help.
3. Make notes of when the next stream of income will come and plan for it. If you earn monthly, plan ahead on how much of it goes into your wedding.
4. According to priority, review your Nice-to-Have list and add the maximum you can spend on each item.
5. When money comes in, check off something on your Must-Have List. Repeat until everything is checked off.
6. Use extra income to start checking things off your Nice-to-Have list, in order of priority.
7. When help is offered, as long as you have items on your Must-Have list, channel all help to this list first before anything else.
8. Repeat as often as required. In my line of business, I’ve realised that the smartest brides are those who always stay on top of their finances.
Remember, the whole essence of this is for you to take one day at a time. There is no need getting so frustrated about what isn’t available or living beyond you.
You’re on your own budget! #NoComparison.
Always remember, you’re not alone and I’m always here to help.
We all say that we want to be leaders but many times we forget that to be a successful manager, you must learn to adapt your leadership style to suit different types of employee personalities.
Employees have a range of behaviours ranging from normal to extreme. When confronted with these different personalities, managers sometimes aren’t quite sure how to manage this. In this article, we look at seven types of employee personalities and how best to manage them.
The Employee Personalities
They can be found lingering in the break room, openly surfing the net, or parked in someone’s cubicle for a lengthy chat (which proves that slacking off can be contagious). They may find legitimate reasons to leave the office, then take time to run lengthy errands. This personality may be as a result of an under-developed work ethic and lack of good role models or they don’t just like their jobs so have trouble bringing any energy to it.
The Space Cadets
These employee personalities frequently seem to be lost, thinking of something else except the subject matter. They make seemingly off-the-wall comments in meetings and may start discussions in the middle of a thought. They may come up with ideas that, at least on the surface, seem rather impractical. They are usually abstract thinkers who are more focused on the future than the present.
The Power Takers
These employees tend to get into power struggles with their bosses. They often act like they’re managing you, instead of the other way around. These employee personalities would naturally take over a meeting or quickly step into the lead role on a project, brag about their accomplishments, so titles, perks, and public recognition are important to them. A strong fear of failure often lies behind this bravado.
They are quite easy to spot. Look out for those who prefer to spend the day working on the computer and talking to no one in a little corner they carved out for themselves. They never want to attend conferences, meetings or workshops, because they look for any excuse to duck out. They don’t dislike people – they just don’t find social interaction to be a very enjoyable activity.
The Drama Queens (or Kings)
The dramatic ones thrive on excitement and attention, so spotting them is easy. A calm, peaceful workday is just not very rewarding, so they try to spice things up with dramatic pronouncements, juicy gossip, ominous rumors, personal traumas, or emotional breakdowns. When talking with others, they are expressive and animated. More subdued coworkers find the dramatic employees exhausting and try to avoid them. They thrive on emotional stimulation, regardless of whether the emotions are positive or negative.
Challengers are programmed to be oppositional. When presented with a proposal, suggestion, directive, or idea, they automatically point out flaws, obstacles, and potential problems. In fact, they enjoy challenging management, because they feel it establishes their independence. They resent authority and never show respect just because the person has a title. Their focus is on winning arguments, not resolving the problem. Challengers have a high need for control.
The major quality of people with this personality is dependence. They like clear instructions, ongoing communication, and frequent positive reinforcement. Uncomfortable making independent decisions, because they are afraid of doing the wrong thing. Clingers are reluctant to express disagreement because they fear making others angry and losing their support. As a result, they sometimes withhold their opinions or harbor resentments that they never express. The Clinger’s main need is to feel safe.
It is important to note that in any organization or sector, asides from identifying the multiple personalities within you must first define the culture and type of leadership as a step to effectively manage for success. To be categorized as a Great leader, you must actively listen, build rapport, ask questions and give constructive feedback. Communication and flexibility are key.
Every two to four business days, I come across very questionable advice on how to be “financially literate” on the interwebs. I almost want to ask the person giving the “advice” if they believe what they are saying or if it is just vibes.
See, not everyone is giving you advice is they have fact-checked, taken time to think through or practice. We have to learn how to filter what we hear about managing our hard-earned money, especially in a Panoramic.
So, in this piece, we’ll be discussing-
What it means to be a financially literate mogul.
How you can increase your financial literacy without any of the shenanigans online.
Here are some No-BS ways to become financially literate.
Books, Magazines, web articles, newsletters, Facebook posts, Tweets, IG posts- read as much as you can about finance from trustworthy sources.
Read sources that speak about finance in a way that is relatable to you.
While some sources are very helpful in the advice they offer, the context that they operate in might not provide you with the insight you need. With reading comes fact-checking so Google what you do not understand or need more information on.
Use Finance Tools And Apps-
As much as we want to learn, we may not be able to do so all by ourselves. This is where apps and tools come in handy. These days, thankfully, there are apps and tools for almost every aspect of finance- be it saving, budgeting, tracking expenses or investing.
Some finance apps even have learning centres and blogs to help you stay updated. Find one that incorporates the aspects of finance you want to improve on and commit to using it.
Take A Financial Literacy Course-
Sometimes, what we need is a course to help us step up our money game. If you are clueless about where to start on your finance journey or how to stay consistent, consider taking a financial literacy course.
Find a course that breaks down what you need to know and gives take-home assignments. This will help you practicalize your learning and stay accountable.
Happy New Year Everyone. Wishing you a healthy and amazing 2021!
By now, we’ve all probably written our new year’s resolutions with renewed effort, energy and discipline to ensure we achieve all our goals. Goals such as; (a) losing weight; (b) getting healthy; (c) finding a job or a new job; (d) possibly relocating; (e) meeting the one (*wink wink*), travelling and so on, are usually top of our lists. While all these plans are great and will generally contribute to our mental wellbeing during the year, we should all aim to maintain the child within us. Now, what does this mean? “We should try to laugh more and be happy.”
There is a common myth that children laugh about 300 times a day and adults laugh about 20 times a day. While these numbers may not be accurate, the message is clear. As we grow older, we tend to laugh less and take life too seriously. This is mostly because our responsibilities and goals increase, and we are always looking to achieve more in different aspects of our lives. We can, however, try to laugh more while carrying our burdens and hoping for what is to come.
“So how can we laugh more?” Well, here are some of my tips:
Be grateful – Take a moment each day to remember all the things we are grateful for. This exercise helps us to remember everything in our lives that is going well, and what we should be grateful for. It also gives us renewed hope and strength that at the end of the day, everything will fall into place.
Watch a funny movie – Funny movies make us laugh, even when we are in the worst of moods. When someone shows us a funny scene or says something hilarious, no matter how much you try to hesitate, you find yourself laughing.
Solo dance parties – Now this is one of my favorites. I love listening to happy music, and dancing alone in my room, car, or the park. Anywhere you feel safe, just dance, let it all out and be happy.
Talk to people who make you feel safe and happy – We all have that one family member or friend that always leaves us in a better mood every time after we talk to them. Speak to people like these more.
Learn to let things go – Now this is something that I still struggle with but have personally seen the benefits of by taking baby steps. As we go through life, a lot of things will most likely not go our way. When this happens, we should learn to accept it and move on.
Stay hopeful – Believe that what you want, or need will happen. Have faith that God has answered your prayers and act like it. This programs our brains to believe we have already received all our heart’s desires and in turn, makes us happy.
At the end of the day, we all have one life, so let us try to enjoy it and never let go of our inner child.
There’s a common saying in the business world: “A business is only as good as its people.” This is why a high employee turnover rate, especially for good employees, can be detrimental to a business.
So what happens when one of your key employees wants to quit? This is not a piece of news any business owner wants to hear but it’s an inevitable part of doing business. I’ve learned that exits are always challenging for teams, their leaders, and for the company as a whole– and costly.
Here’s how you can handle exit/team member’s resigning in the start-up environment:
Study the employee turnover pattern
To understand how to stop a wave of departures from happening, you first need to understand why these waves happen in the first place. Are they leaving as a result of wages, minimal growth opportunities or culture?
In startups, most times whatever is bugging one person is usually bugging the others; they just haven’t told anyone yet (or you missed the signs). Over time, issues build on one another enough to lead people to consider leaving.
Create a habit of regular pulse check
Make a continuous habit of checking in with team members. Conduct anonymous surveys using tools that allow for this and regular coffee check-ins to discuss a variety of topics about how you are doing as a leader, things going on in the company, and so on.
You will be shocked at what people have to say. When you address the issues, you find that you are fixing something that everyone will appreciate.
Change your Mindset
Assume everyone is leaving and interviewing. Don’t set the standard that the only way to get attention is if you fear they’re interviewing. Realise as well that even those that stick around may only be doing it out of necessity.
Employees could also be staying due to any of the following reasons:
Visa or immigration restrictions
Big life event approaching–wedding, baby, buying a house, etc
The promotion they are hoping for before leaving so they can get a better title and salary elsewhere.
When multiple team members are leaving, it’s a sign that change is needed. Accept that this change must start with you and embrace that mindset. If your employees are leaving, it’s a huge signal fire that there are problems to be dealt with.
Be open to their feedback and the issues they bring up (especially if they’re about things you do) It may be difficult to hear, and the solutions may be difficult to implement, but realise that the situation is dire.
Follow-through & take action
The best way to build trust with employees that might leave or as a whole is to swing into action on the feedback they give you. You may not be able to fix all the problems, but even small, incremental progress can improve morale and decrease employee turnover.
Make a counteroffer when necessary
If the employee is extremely valuable to your business, you may consider making a counter-offer depending on the situation (it could be that they have opted for a career change that you cannot accommodate).
When making a counteroffer, you must consider your budget, do the right market research and compare this with the cost of hiring fresh talent. The good news is that counter-offers are not only about money as they might be leaving for different reasons. So you can get creative and think of ways to solve that person’s problem in a way that helps them to stay with you.
Fix your processes
An example of a process could be your onboarding methods. Research shows that new employees are 58% more likely to stay longer at their employer if they had an effective onboarding experience. Make them feel welcomed and accepted as a new team member. Give them everything they need to get off to a fast start.
Set clear objectives and expectations
Clear objectives and key results (OKRs) on a company-wide level will enable aligned clarity and prioritization throughout the organization. Share long-term product roadmaps, to enable greater visibility (and excitement) about growth trajectory and development plans. This encourages team members to feel like a part of the business development and success story.
Reform your Human Capital Initiatives
This involves taking a closer look at the people you are working with. Proactively weeding out low performers and people whose skills/goals were misaligned with the company’s needs/goals plays an important role in reducing future turnover rates.
In summary, If you’re working on a huge employee turnover problem, you’re probably under a lot of stress and have a lot on your plate. The best thing you can do to help yourself and reduce your employee turnover rate is to be attentive to issues within, intentional, and diligent in your communication methods.
In reality, all startups are built on change, and change is good. To create something where nothing existed before, growing companies need to experiment, to give new ideas a chance to fuel exponential growth. What this means is that the focus of the business might change often.
As much as hiring new talent at a startup can bring a new level of skill and expertise, if you aren’t making the most of the talent you have at each stage, it can leave a negative impact on your business.
If I was asked what my special skills were a year ago, it would definitely differ from now. 2020 came with a twist and remote work forced every one of us to learn how to Do It Yourself (and I don’t mean cooking).
Here are some of the must-have skills for 2021 that will make you more sellable to recruiters, and an asset in your current workplace.
1. Data Analytics: The workplace today requires us to think in data. This requires us to do a bit more research, crunch those numbers, understand raw data and drive business growth based on concrete analysis.
2. Content Creation: Your ability to produce entertaining or educational material that not only caters to the interests and challenges of a target audience but increases engagement and conversions definitely sets you apart from others in your field.
The content you produce can take many forms, including blog posts, videos, graphic design and newsletters.
3. Marketing: Businesses worldwide need analytical people who understand what sort of tools are available in the growing digital toolbox, and know how to dig in through trusted channels.
4. Sales: This can pass for both a hard skill and a soft skill as sales involves persuasion, but with a specific commercial end in mind. Your ability to convert leads to revenue would give you a spot in any workplace.
6. Product Development: This involves managing the process of developing a product or enhancing existing products in order to meet customer expectations effectively. If you haven’t noticed, times are changing and the direction of products being developed is too.
Soft Skills for the Workplace
1. Creativity: Developing new ideas, applying new solutions to address existing problems. Some people are naturally creative on their own, but a lot of us need to bounce ideas off others to get the creative juices flowing.
An ability to learn continuously and willingness to adapt to change is essential to boost your creativity.
2. Communication skills: Interpreting information through speaking, listening and observing is a must-have skill for 2021. Organizing thoughts and data points into a comprehensive, holistic narrative will get you where you need to be in your career.
3. Collaboration: Collaboration suffers when roles and goals are not defined. The next time you take on a group project, strike up a conversation about what success looks like, and who’s doing what. This simple act can get everyone rowing together faster and more effectively.
4. Adaptability:Manage your mindset. The ability to adapt to changing circumstances starts with a mindset that’s willing to adapt to changing circumstances. If you tend to balk at change, reflect on the reasons why — and then see if you can reframe your perspective to help you see things differently.
5. Emotional intelligence: Practicing control, knowing when to push, expressing yourself and observation of interpersonal relationships among people in a workplace is very important when working with people.
6. Leadership: Leadership in the 21st century is much more about influence than authority, learning to appreciate and adapt to people with different perspectives, priorities, and personalities is a key skill to develop.
Having a difficult time figuring out your superpowers?
Here are three questions you can answer to guide you:
What unique contribution do you bring to projects, conversations, and meetings you attend?
Why do team members come to you for help?
What would be missing if you were to leave your current place of work?
If you are unable to answer these questions yourself, ask a colleague or friend. If your answers do not reflect the skills listed above, don’t relent or give up. The internet is packed with so much information, take some short courses, seek guidance from a work buddy, mentor or your boss.
A superpower isn’t just a skill but a perspective, a mindset and a way of working that enhances everything you touch. The requirements for success in the workplace are changing and what matters most is your ability to adapt to change/trends as they come.
Stella Fii had always wanted to learn more about programming and coding, but she never really had the resources and time to take courses. This year, Stella went to visit her brother in Kaduna after writing her JAMB exams and then he told her about Ingressive For Good (I4G), a nonprofit equipping young Africans in need with tech skills to help them impact and contribute to the development of Africa, socially and economically.
She inquired and found out about the I4G Coursera program; Ingressive for Good had partnered with Coursera, the world’s leading online learning platform to offer scholarships to 5000+ African youths in tech to help them develop high-demand skills in technology, personal development, and career development.
It also provided access to over 4000+ courses and highly sought-after professional certificates like the Google IT Support Professional Certificate from leading universities such as Yale, Michigan, and Stanford, as well as industry leaders such as Google and IBM, designed to train people with no tech background for IT jobs.
She took courses in programming in less than 2 weeks, she was able to code a landing page from scratch. This skill has not only opened a new earning opportunity for her but has inspired her to pursue a formal tech education and career.
Another woman, Folashade Fapohunda, worked in a hospital as an accountant but COVID19 cases started to increase and she was at risk. The hospital closed down and she lost her job. She casually picked up an interest in Graphic design. That was when she came across the I4G.
Folashade enrolled in the Coursera design courses. These courses gave her the confidence she needed to start freelancing and so far, she has had over 3 paying design clients, with payments worth more than her salary as an accountant.
True to their promise, Ingressive for Good is impacting Africa and the economy.
Two key indicators of a country’s GDP are the economic power of citizens and the percentage of gainfully employed youth. However, 30% of African youth are unemployed. Ingressive For Good (I4G) is looking to change that with their mission to increase the earning power of African youths through tech training, job placement, and community.
In the last 3 months, I4G has aided the training of over 20,000 African youth, built a community of over 17,000 youths, provided tech tools and resources for over 10,000, and placed over 100 in jobs.
“The I4G community collectively has the strategy, the network, and most importantly, the passion to actually change Africa.” Sean Burrowes, the COO and Cofounder of Ingressive for Good said. “The more our community grows, the less I4G feels like a charitable foundation. It feels more like a Pan-African talent development revolution, powered by Africa’s tech-enabled youth.”
With collaboration at the heart of Ingressive For Good, is impacting the lives of Africans, one youth at a time. During this pilot phase, I4G partnered with Coursera, Facebook, Datacamp, HNG, SemiColon, Tekedia, CareerBuddy, FindWorka, Live Your Dreams, Covenant University, StudentBuild, Bankole Williams, and so many amazing organizations to reach the Africans in need and provide training, scholarships, job placements.
“Ingressive For Good has not only distributed the most licenses of all of DataCamp’s Giveaway Partners so far, but their learners’ adoption and engagement levels on the platform are some of the highest as well. This exemplifies the enormous impact a nonprofit run by caring and talented people can have on communities big and small, local, and abroad.” Nathaniel Taylor-Leach, Community Partnerships Manager at Datacamp, the leading interactive learning platform for data science and analytics.
“Folashade’s success story is one of many young Africans who have been impacted through one or more of the Ingressive For Good programs. Many have gotten access to courses that were cumulatively worth thousands of dollars for free” – Blessing Abeng, Director of Communications at Ingressive for Good.
Watch the success story of Christabel Omuboye, another woman in the I4G network and one of the I4G x HNG Internship finalists who received new MacBooks from Ingressive for Good to help her improve their tech skills. She has transformed from selling soap to support herself into a programming whiz ready for a tech career:
In the last 3 months, I4G has surpassed its pilot goals in tremendous ways. This is the impact so far:
To benefit from other Ingressive For Good Opportunities, join the I4G Network of over 17,000 tech enthusiasts across 55 cities across Africa.
To join I4G on this mission to increase the earning power of African youths and eradicate poverty from Africa, send an email to firstname.lastname@example.org and Follow @ingressive4good on social media to stay updated.
About Ingressive For Good
Ingressive For Good (I4G) is a non-profit organization dedicated to creating and increasing the earning power of African youth through tech training and resources.
For more info, partnership, or donation, contact: Blessing Abeng, Director of Communications, Ingressive for Good on email@example.com
Bad money habits are kind of hard to break. We do them over and over without even realizing it.
We all want to be rich. I mean, who doesn’t? But it’s one thing to fantasize about the many things you can do with a big paycheck and it’s another thing to muster the discipline you need to make it a reality. If you have bad money habits, you’ll get into a lot of financial trouble.
For so long, I had no clear plan for my financial journey. All I knew was there was money and it had to be spent.
Are you having issues saving? Do you feel like it’s a load of work putting some money down for the future? Well, I’ve got a couple of tips that can help you.
Here are 4 bad money habits you need to quit this minute if you want to become more financially independent:
This is personal for me. I put off starting an investment plan for a later time. And I just kept pushing it farther. Not that I was super busy or anything, just plain laziness and a lack of self-discipline on my part. It wasn’t until I told myself the hard truth: that I can either continue pushing it later or just do it now and get organized. I realized that time was running out and that I had no clear financial goals.
No one is coming to do it for you so you better get on with it. If you keep procrastinating, you’ll end up broke with lots of debts.
We’ve all been here. That urge to buy something. We give ourselves all the reasons why we need to have it. Impulse buying is all in the name. You see a bag and immediately want to buy it. You don’t even stop to consider the cost or whether you actually need it. You buy it before you stop to think whether you need it or can afford it.
You need to first recognize this is a problem and keep track. Before you find yourself reaching for that candy or new pair of shoes, ask yourself if you have the resources and if you really need it. Don’t be in a rush; be certain you need it before you do.
A lot of people live on more than they make. If you don’t have a monthly budget, your money will disappear and you won’t know where it went. A budget allows you to see how much money you’re bringing in and where it’s all going. It enables you to make changes that help you save more money and avoid going into the red each month.
It doesn’t have to be a big chore. It can start with only carrying a small amount of cash with you each day. You can also sign up with a money-saving app that automatically tracks your spending for you. Here’s an easy budget template for you.
Love of Convenience
Once a while, it’s okay to make a convenience purchase. These are purchases that are routine and take little thought when being bought. However, if you find yourself regularly making convenience purchases, it’ll cost you.
You can start by cooking instead of buying fast food every day. Make a regular weekend event of preparing a dish that can be separated into freezer containers for future use.
You can also stop getting that expensive breakfast on your way to work every morning and rather get up 5 minutes earlier to prepare something. I know waking up early might be hard for me so, I cook when I come home. At least I know lunch for the next day is sorted out.
So, there you have it, 4 bad money habits that are keeping you from attaining financial independence. Which of them are you guilty of?
Do you believe that out of sight is out of mind? Is remote work affecting your visibility in the workplace? When remote work was introduced, it was perceived as a step in the direction of work-life balance.
For many people, it allowed them to combine carrying responsibilities and work more easily while others struggled with remaining visible. In this article, I will be sharing the importance of increasing visibility in the workplace and some of the potential ways to achieve this.
The importance of standing out from the crowd at the Workplace
Exclusive access to opportunities
If you are constantly hitting those numbers, delivering results and solutions, everyone would want you on their team. Let’s face facts, everyone wants to work with the 5-star performer. It gives you that reassurance of success. If you have exhibited great skills and abilities and other people in the organization are aware of them, there’s a high likelihood that you will be picked for the next opportunity in your company and beyond. I speak from experience when I say, great work reputation travels fast in the job market. So work hard on building that visibility so when next there is a big-money event, you are top of the list.
Continuous learning and improvement
Good work requires that you work with people often. Most times, you might be working across teams with different people and this, in turn, exposes you to more learning opportunities. As you work on something new or take on new projects, you can acquire valuable learnings that add to your experience.
Stellar Appraisal Ratings
When an employee gets very good appreciation and job appraisal after working for the year, the chance of their stability involuntarily increases alongside promotions. People would always advocate for you during those meetings and this helps your manager justify your performance. The quality of work comes first i.e. your performance on tasks will get more weight but an endorsement from other managers in the organization can go a long way in your cause of getting a good rating or promotion.
In summary, the benefits include exclusive access to opportunities, stellar ratings, promotions, and an opportunity to learn.
Tips on how to go from invisible to visible
Speak up in Meetings
A closed mouth during meetings does not provide recognition or visibility. Do your research well in advance before team meetings, ask good questions, make solid recommendations, push back on ideas that you do not find feasible during meetings. Contribute, speak up, and let your voice be heard.
Participate in Learning Opportunities
Make time to be part of team learning sessions, individual training sessions, and utilize resources that have been made available to the team. Acquiring more knowledge would not only improve your ability to function effectively but improve your expertise in a particular product, service, or process. Once you’re an expert on something, people will always come to you to ask for help in that matter. This is effortless visibility.
Demonstrate Your Expertise
Most organizations admire employees who can bring something unique to the company. If you have some creative idea/skill which could improve organizational processes, reduce cost, bring more revenue, increase employee satisfaction, or reduce cycle time, etc. do not hesitate to bring your skills to bear. If the idea is implemented, you become a star in the organization. There are chances the idea may not be implemented, don’t feel discouraged because management will appraise the fact that you’re making an effort to do something different and unique.
Strengthen your relationship with your boss
A good relationship with your boss is one of the most important parts of your success story. It may be helpful to align on goals and see things from their perspective. Understand their priorities and preferred mode of communication. Focus on the positive, everyone has something worth respecting. Try to get to know your manager on a personal level by engaging them in conversation on topics beyond work.
Participate in team activities
You might work or an organization where different teams are working on different projects/tasks. Try to find an opportunity to collaborate (on a specific project/task) with other teams than your existing one. You can seize this opportunity to highlight your skills and abilities in different teams. Besides, this will show your drive for initiatives and developing a positive image for yourself.
In the world today, being good at your job isn’t the only requisite for getting ahead in your career. If key people aren’t aware of you, you’ll likely miss out on opportunities to improve your skills and take on interesting assignments, despite your hard work and good performance. This is especially important if you work remotely because people might forget about you if they don’t often see you in person.
Despite the misconception that team building is lame and barely seen as relevant, did you know that team building is the most important investments you can make for your team?
It builds trust, mitigates conflict, encourages communication, and increases collaboration. Effective team building means more engaged employees, which is good for company culture and boosting the bottom line.
In this article, I will be talking about the importance of team building and sharing some valuable tips on how to plan effective team building activities.
Why Team Building?
1. Networking and socializing
Socializing and getting to know your team in the workplace is one of the best ways to increase productivity in the office. Team building boosts morale and also allows for team members to work better at solving everyday workplace issues.
2. Teamwork and boosting overall performance
Employees tend to understand each other better after completing a team-building activity. It becomes easier to identify each other’s strengths, weaknesses, and interests. This collaborative spirit and team effort helps everyone work even better together on future projects vital to a company’s progress.
3. Fostering of innovation and creativity
Successful team building events not only bring people closer together, but they also contribute to a more successful and creative workplace. Games and competitive exercises become more challenging as people tend to have a larger imagination when they are around people they are comfortable with.
To no surprise, communication and working better together is the top reason why people choose team bonding. Everybody desires a friendly work environment, where people are comfortable and happy to talk to and collaborate with anyone. One of the results of team bonding is that the activities actually work to improve communication.
Are you looking to improve your team’s communication skills, collaborativeness and performance? Why don’t you try these tips when planning your next team building soiree:
Identify the goal of this event
This includes identifying what you want the focus to be on. It is best to plan an entire team-building session around key objectives. For example, if you want to foster better communication among group members, then your activities should include initiatives that call for various combinations of players taking a leadership role in giving directions, commands, or ideas in both verbal and non-verbal mediums.
Replace the usual team dinner with something new
Choosing something unique and slightly outside of people’s comfort zones can encourage them to come together in new ways. Take your team paintballing or maybe to a boxing ring to let off some steam. A little physically challenging activity might be all you need to get people to destress.
Quit looking at it as a favor but as an investment
Most team-building events fall flat because it’s a one-time activity that is done and then forgotten. It’s key to find ways to keep organizing these events.
The challenge is creating opportunities for people to connect and interact in meaningful ways, outside of regular meetings or presentations. One way we do this is to have a monthly team hurdle. At this event, team members can celebrate achievements and show appreciation to their co-workers.
After team bonding exercises, you must evaluate and measure impact. For you to measure a team member’s ability to collaborate with other departments on projects, I would recommend that this be evaluated or assessed during performance appraisal.
This can be done in the form of a questionnaire, survey or during 1-on-1s with other team members. This is the easiest way to track improvement when it involves showing team effort.
How do you know you’ve gotten team building right? If there was laughter, a sense of excitement and accomplishment, and maybe a few Instagram moments, you’re definitely on the right track! A little adventure can unlock many levels of creativity.