Como você pode personalizar uma atividade de team building para sua equipe de gestão esportiva?

I belive sometimes you just need to let your group have fun without any hidden agenda for the activity. I find that a strong manager is able to read their team and knows when they just need a break from thinking about work during the actual work day. get to know your co-workers, what are their interests, what do they actually do outside of the work place. Sometimes just by connecting with your co-workers on their interests is all they need as motivation.

In developing team building strategies, it's essential to first identify specific goals and needs, rather than starting with the activity itself. The key is not just finding the right team building activity, but understanding whether a team building activity is the appropriate solution at all. Without clear objectives, you can't determine if a team building event will effectively address your team's needs. It might turn out that the solution to achieving your goals lies in a completely different approach. Prioritizing goals and needs ensures that any chosen strategy, whether it's a team building activity or an alternative method, is truly aligned with what you aim to achieve, rather than being an arbitrary choice.

Claves a integrar: - Evaluación Necesidades/Habilidades de las personas que lo van a realizar (a nivel individual una evaluación de desempeño puede ayudarte a personalizarlo y sacarle más partido) - Incorpora elementos deportivos, está totalmente relacionado - Fomenta la inclusión, diversidad y accesibilidad como elementos clave en tu propuesta - ¿Uso de nuevas herramientas tecnológicas? De una forma suave y divertida introducir la utilización de las emergentes. - Roles Plays y simulaciones para mejora competencias como de gestión - Tiempo feedback, debate, pensamiento crítico, reflexión... - Enfoque habilidades transversales (power skills) adaptadas a diferentes estilos de aprendizaje - Incluir elementos de autoliderazgo y liderazgo

Align with Sports Themes: Infuse sports-related themes or challenges into the team building activity to make it directly relevant to your sports management context. This could include incorporating elements inspired by the specific sport your team is involved in or creating challenges that mirror scenarios encountered in sports management. Aligning with sports themes adds an element of fun and reinforces the team's connection to the sports industry. By incorporating sports-related elements, the team building activity becomes not only a bonding experience but also an opportunity for skill development and problem-solving in a context familiar to your team members.

In order to make a team building game\event, we should identify our objectives for the event in order to get the best out of it. Whether it includes team work, team spirit, and a lot of stuff.

Uma maneira de personalizar uma atividade de team building para sua equipe de gestão esportiva é identificar os desafios específicos que sua equipe enfrenta. Depois, crie atividades que abordem esses desafios, promovendo a colaboração, a comunicação eficaz e o fortalecimento dos laços entre os membros da equipe. Isso pode incluir exercícios práticos relacionados às metas esportivas, discussões estratégicas ou até mesmo atividades fora do ambiente de trabalho para promover um melhor entendimento mútuo. O objetivo é criar uma experiência que não apenas una a equipe, mas também ajude a superar obstáculos específicos que possam surgir no contexto da gestão esportiva.

Knowing what you want to achieve is paramount! What is also crucial especially to guarantee the engagement of participants is to have them express at the beginning of the activity what is that they hope to achieve! Hear it from them and you might need to iterate a bit on your initial plans. Then at the end ask the participants again if the activity has met and answered their expectations. This fosters, engagement, trust and will allow you to obtain better results.

What I do and always ask my team to do, 1. Outline our objectives – be clear about what we are looking to achieve and how etch-one intend to reach team’s goal. 2. From the beginning Define business – Provide a clear and accurate summary of what is our business and what it is about. Outline what produces/services we provide. 3. Identify market I will say the key point is always find local staff in every market – and more specifically they know target consumers. Who will they sell to, what are their demographics ie. 4. Competitive Analysis – what and who could your competitors be? Remember that this doesn’t just have to be direct competitors !

Una de las mejores fórmulas de conocer a tu equipo es hacer evaluaciones de desempeño, o evaluaciones 360º, de forma que tienes una visión mucho más completa. Si además has realizado el test MBTI, de Kersey, el DISC, test de Belbin, etc sería idóneo. La clave es comprender y entender las distintas personalidades y necesidades de tu equipos. De esta forma también me aseguro que pudo crear una diversidad de actividades para los diferentes perfiles y roles que conforman ese team building. Algo que considero además fundamental es diseñar actividades que reflejen y refuercen los valores y la cultura del equipo y la organización.

When selecting teams I often find it the most productive when you have eclectic and diverse teams. I also believe that taking people out of their comfort zone always is a great way to hear the truth and face the real issues. Sometimes it brings new perspectives which you did not know of.

Muchas veces gestionamos equipos de trabajo o delegamos funciones sin habernos tomado el tiempo de conocer en profundidad a las personas. Como podemos pretender formar equipos de alto desempeño si no tenemos claro sus virtudes no solo profesionales, sino el tipo de personalidad que tienen, como comunican o como se relacionan con sus pares. Ya sabemos hoy a la luz de las nuerociencias el impacto que tienen las emociones en el día a día de cualquier persona. Por eso considero la piedra angular de cualquier proyecto de team building el conocimiento previo del equipo humano con el que cuentas.

La clave es elegir formatos que se alineen en definitiva con estos aspectos: - Objetivos específicos del team building - Cultura, valores, localización, organización - Composición, perfiles y competencias del Equipo - Dinámica del equipo - Presupuesto y recursos disponibles

For me, the key to adding a unique twist to team building lies in storytelling. The most significant impact is achieved when a cohesive narrative theme is woven through the entire event, starting from the invitation to the journey, activities, and conclusion. Skillfully applied storytelling can transform the experience into something memorable and personal. By threading a story as a common thread throughout the entire event, rather than focusing on a single action, we create a more impactful and lasting personal experience for everyone.

For me it is crucial knowing resp. defining the values of your team in advance and based on this insights, create something surprising and emotional where your team feels seen and appreciated. Show some love for details, create feelings and let them break out of the daily business mindset.

Algunas posibilidades que le pueden dar ese "toque personal": - Personalizar el team building de alguna forma con hechos y acciones históricas del equipo, dándoles sentido de cohesión - Tratar de alguna forma crear un símbolo que les identifique. A ellos, sus valores, su vínculo como equipo, etc... Hacer un Lego que les represente a todos (con historia anterior) es increíble, como ejemplo - Actividades que reflejen la visión y misión del equipo, y que se vincule con la organización, dándoles esa alineación - Reconocimientos personalizados durante el team building - Creación de Recuerdos Memorables. Incluye elementos como fotografías y vídeos grupales, premios personalizados, logros conjuntos...

Como siempre, medir todo lo que haces es la clave para futuros éxitos venideros. Feedback o Feedforward, así como establecimiento de encuestas NPS o semejantes pueden ayudar mejorar aún más los siguientes eventos o team buildings. La clave, la escucha activa y sus sonrisas.

I believe this always depends on how large of a group you are working with. When you have a small business with 25 or less people surveys may not be the best tool to use since they are not always received well from everyone. Talk to your group and get feedback directly from them. Have them give you ideas for the next activity, so people may actualy want to volunteer setting up the next outing which is another way to get more people involved and working together.

The main crux of the team building activities are trust, co-ordination, understanding, moreover make sure the activities include fun and enjoyable rather boring and monotonous. And, keep the meaningful motivation quotes in the surrounding, which shall be created by the performing members only rather well-written scripted.

una recopilación rápida resumida de puntos y una vivencia: - Objetivos Claros - Conoce el equipo - Participación activa y equitativa - Personalización, reconocimientos, recompensas - Equilibrio entre Diversión y Aprendizaje - Inclusión y Accesibilidad - Símbolo, vínculo, identificación como equipo - Creatividad e innovación - Feedback y Reflexión - Medición y evaluación La vivencia: durante unos años he estado en diferentes ciudades, con diferentes culturas, perspectivas y formas de ver y vivir. Cambia la forma en que concibes el team building y adáptalo según cada lugar y equipos. A veces no me funcionaba lo mismo en diferentes ciudades y equipos, y ésta era la verdadera razón, el que debes cambiar eres tú.

Whatever you do don’t over plan! Don’t make it a military schedule. Leave time for genuine conversations, leave time for unexpected things. Listen to the people during the event and be open for new perspectives.

Um ponto extremamente importante nesse processo é a transparência. Ao comunicar abertamente sobre a sucessão fortalecemos os vínculos de confiança entre os funcionários, líderes e outros stakeholders e diminuímos a sensação de incerteza, ansiedade e inibimos as especulações. Foi comum acompanhar, ao longo dos últimos anos, diversos processos feitos sem transparência e que geraram perda de talentos importantes, além de desmotivação geral das equipes e consequente queda de performance.