Food for Thought: Iron Chef Event-Style
Beyond Bike-Building: Making Team Building Better
Watching trends in team building is interesting to event professionals. Multi-day meetings have traditionally reserved an afternoon "outing" so the audience could have some non-event "reward" time. This could be a golf tournament, a spa afternoon, some deep-sea fishing...whatever. This was well-intentioned; the audiences were faced with hours of intense workshops or general session content, and in a meeting generally devoid of one-to-one content, interaction and networking (that didn't revolve around the bar) was needed.
However, this type of team building was seen as lacking a true business purpose, and as belts tightened it became more and more frowned upon. Meeting planners were faced with a dilemma: give the audience a chance to relieve stress and network--but with a business purpose. Team Building was born.
And then came ropes courses, build-a-bikes, scavenger hunts... you get the idea. It reflects an unfortunate team building trend--that it's something that is plugged into a meeting as an a-la carte element instead of something consistent with the whole. Not that the charity purpose is bad (it is absolutely not, and could definitely be part of a company's ongoing mission) it's just that people are not utilizing the full potential of team building.
A well-designed meeting has team building, sure, but it uses it in a different way:
- Team building is integrated with the theme and content of the event. Is a major component of your event a new product? Sales training? The goals for the next year? You can--and should--use these as jumping-off points in designing team building activities. Use team building to build upon skills. That's not saying it can't be a bit lighter on the learning and heavier on the fun, but integrating team building with content produces a powerful punch.
- Team building is not a 3-hour single event. Team building integrated throughout the event (i.e. putting the audience on teams and having multiple team challenges throughout the meeting days) can be much stronger both in team building and in overall audience engagement. You can still have the three-hour team building block, but it can be supplemented by other team building activities. Your whole event has the potential to build up your team--grab and use that potential.
- Team building has meaning. You don't want your audience to walk away going, "That was fun, but so what?" or worse, "That was pointless, I wonder how much that cost?" Team building is an amazing opportunity to give your audience members a gift; of creative opportunity, of peer learning, etc. It should be relevant to them. The new wave of team building tends to be slightly more inclusive than the divisive "golf outing" wave, but hardly any of the messaging lasts beyond the event. I've never spoken to anyone who reminisces fondly with colleagues: do you remember that bike-building we did?
Case Study: Custom Game Production "A Fistful of Dollars"
Custom Audience-Response Game: A Fistful of Dollars – Three different game plays
Graphics, Programming, Scripting and Game-play: Designed by Live Spark
Situation: Toyota wanted a way to engage and entertain their top sales reps while at the same time testing their company knowledge and giving them the opportunity to earn some big rewards with that knowledge. This was a great teambuilding event in the morning; it gave the audience a chance to compete on teams and individually and allowed them important, low-stress face-time with top executives.
Toyota had already used a game show the previous two years—both times utilizing either our sister company--LearningWare's--software (Gameshow Pro) or custom software programmed for their event by Live Spark. They wanted something to fit their Clint Eastwood “Western” theme and that would add variety from previous years’ play.
Solution: A custom Fistful of Dollars game show with three completely unique varieties of game play. The audience still played along using audience-response keypads, but there were a few variations:
Target Practice: In this game play variation, we asked extremely difficult multiple choice questions. The audience members, consequently, had three opportunities to get a question right.
The question was be asked the first time, and the audience saw what percentage of their team responded correctly. They did not know whether they—individually—answered correctly. They then got a chance to answer again—and they could either change their answer or stick with it. Again, the percentage of correct answers was be shown. They got one final chance to answer the question, and only their third response counted as correct or incorrect.
Do You Feel Lucky Punk?: (Wager Round) In this game variation, we utilized a team leader—someone with guts, daring, and willingness to take the glory or the fall.
Everyone on the team was shown a question. Before the audience votes, the team leader decided whether he/she thinks that 75% of the team will know the answer or not. If he/she is confident, then they’ll bet high. If not, they’ll bet low.
No guts, no glory. The team leader wrote down or verbally submitted their wager. The question then played out as a typical audience-response question.
Six-Shooter: (Speed Round/Final Round) Teams were asked a group of 6 questions—rapid-fire-style. They were NOT shown the team results of their answers until after the questions are done, at which point the team scores rose (and failed to rise as much as they should) dramatically, determining the final winner.
Results: The game show was entertaining, challenging, tough, competitive and held a level of novelty—being different than the year before. The audience was engaged with each other and management for the entire morning.
Case Study: Amazing Team Building for Onyx
The first executive was brought onstage and the audience was asked a question about that executive. (I.e. On his day off, you're most likely to find [John Doe]: A. On a golf course, B. Surfing in the ocean, C. Drag racing, or D. Playing competitive backgammon). The audience (in their team designations) voted on which answer they felt was correct (using audience-response keypads). The answer was revealed, and the executive in question used that as a jumping-off point to elaborate and go into a 3-minute pitch on his vision. After he was done, the team tallies were revealed and the next executive was brought up to repeat game play.
"Great way to know more about where we're heading!"
- The final clip was the best representation of the team’s interaction. It could be:
Millennials and Team Competition
Team interaction transcends generational boundaries, but we're finding that it's particularly good for the Millennial generation. (And if you want to start a hot debate in your workplace, start talking Millennial--those born after 1982--entering the workforce.)
But wait! We've spoken before about how Millennials are not the only generational group that needs to be engaged. Generations shouldn't matter--everyone needs to interact!
This is still true, but recent research has discovered something particularly unique to Millennials:
The love to collaborate.
Positive or negative, collaboration is the lifeblood of the Millennial generation. They grew up working in teams and getting constant feedback from teachers, parents and peers.
So at your next event, instead of sitting everyone down theater-style, put them in rounds and get them to start collaborating. Not only is it good interaction for everyone, but the Millennials in particular will thank you for it.