When is team building recommended?
Team building is particularly effective when a work team must face new challenges, or a change in its functioning:
•Change of organization (new work team);
•New objectives to achieve;
•Arrival of new collaborators;
•Implementation of a new approach;
•Need for a fresh breath of fresh air, to renew motivation;
•Prevent relational conflicts;
•Create partnerships between different individuals;
•Help the full productive and creative potential of each team member flourish.
Our programs allow:
•increase the involvement of participants;
•to mobilize the strengths of each member around your objectives;
•to stimulate openness to change;
•increase the feeling of belonging to the company;
•to improve the quality of communications;
•to promote staff retention;
•to stimulate everyone’s support for a mission;
•establish a climate conducive to motivation;
•to improve the use of each person’s experiences and qualities;
•to improve the relational dynamic between employees;
•to develop common and effective working methods.
Animation Concept can help you:
•Integrate new employees into an already formed team;
•Take up new challenges in a context other than work;
•Reduce communication problems between employees;
•Break the cycle of boredom and motivate your troops;
•Start a new work team.
The benefits of employee engagement:
•Engaged employees add to their particular skills a positive attitude, determination, will, enthusiasm, creativity and endurance;
•Engaged employees are trustworthy and can rely on each other;
•Engaged employees are a constant source of brilliant and innovative ideas;
•Mobilized employees give the best of themselves and care about a job well done.
Moreover :
•Team building activities allow everyone to fully invest in achieving a common goal. The simulations offered allow trials, attempts and tests which prove useful for the real professional environment in the future.
•The more active and involved the participants are in the training, the more they retain the concepts transmitted.
