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TRAINING PROGRAM

A TAILORED APPROACH TO EFFECTIVE TEAM BUILDING

PROPOSAL

3rd April 2015

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PREAMBLE

Navigating the hectic highways and byways of the new millennium is not an easy job. It requires
dedicated teamwork and skilled leadership. The synergy that comes from putting individuals
together to form teams to solve problems, make decisions, and initiate action is a power that must
be harnessed for continued organizational success. Todays leaders clearly recognize that within
any team "the whole is greater than the sum of its parts". Most leaders today believe team
building events are able to bond organisation members together both horizontally (between
subordinates) or vertically (between managers and subordinates).

However, what is lacking is the understanding of the concept of team building. As a result, team
building events today often end up to become merely a trip to the closest off site, a one night stay
at a posh resort or an afternoon of games. The outcome has left much to be desired unless the
concept of team building is well understood which is essential to maximize the benefits for the
time spent.

Team building events therefore should go beyond the idea of a "closest off site". They have to
allow for learning about how each member of the team thinks and works in relation to the
workplace. On the contrary however, most team building practitioners today are commonly using
so-called team-building events to simply encourage people to work together, not learn about
how each team member actually thinks and behaves. The common message carried behind the
way most team-building games is "you all must learn to work as a team". Todays, team building
practitioners needs to do more - they need to provide structured opportunity for helping team
members learn more deeply about how each person operates in the workplace

Team building events will therefore be more successful when there is a structured programme
which will allow specific objectives to be met. Activities that allow opportunity to reveal the
way we think, make decisions and react will create better and further understanding of work
members. Finally, a team building event that allow each others attitudes and behaviour to
surface creates better relationships in the office.
However, a word of caution that team building does not just happen in one day or two days, it
has to happen in the workplace every day and it takes time. Leaders must promote interaction
in the workplace among work members to learn how each member thinks and works, to allow
team building to work. This might also involve several different training methods including
class room training, out door training, role plays, profiling tests and many others. Leaders need
to contribute to the process rather than being hopeful for the best results from one or two team
building events.
TPCL approach is detailed in this proposal for your perusal.

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Our Services

We serve clients in 4 broad areas:

Training Delivery

Customised training programs in business and soft skills such as Communication,

Interpersonal skills, Sales, Customer Service, Leadership, Coaching, IT and IT enabled
services applications etc.
Experiential and blended learning methodology using technology and class based
approach
100% Certified faculty with deep vertical and training experience
Rigorous pre and post-assessments for ensuring impact

Content Development

Creation of customized training solutions and material for in-company as well as third
party deployment by clients.
Re-purposing or redesigning of existing training
Integrate e-Learning with organizations training strategy, processes and learning
management systems
Dedicated associates and extensive expertise in Instructional system design, ILT, CBT,
WBT and distance learning.

Training Consulting

Development of Learning and Knowledge management strategy and plans to support

organization strategy.
Integrated project implementation from needs identification and analyses, to design,
development, validation, measurement and evaluation.
Development of outsourcing strategy for entire or partial requirements
System integration & support with multiple suppliers & training service providers

Assessments and Measurement

Skill and competency assessments using proprietary and customized tools and
instruments
Training effectiveness audits for in-house or outsourced training.
Skill and competency using online paper based and simulation tools
360 degree feedback and workshops
Customer satisfaction survey and audits.

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The distinctiveness of our services

TPCL distinctive proposition is built around a set of core fundamentals:

Exceptional people
Rigorous processes
Rich intellectual capital
An integrative approach to solutions
A robust infrastructure backbone.

These together provide our clients an unmatched advantage: whether it is a bespoke, focused
intervention or large-scale deployments in the area of training and development services.
Working with TPCL provides its clients access to internationally benchmarked courseware and
intellectual capital developed with global partners as well as through extensive internal research.
Our dedicated content development team and resources allow us to provide a very high level of
customization in our training programs. As a full services training and development organization,
TPCL uniquely follows an integrative approach to solutions preferring to work as a partner in
success than a vendor of off-the-shelf services.

Deep Expertise and track record in Soft Skills Training

Training in soft skills is core area of business and competency for TPCL right from the inception.
In view of global business trends, increasing competition and growing customer awareness, we
realized that customer service and soft skills will become the key source of differentiation for
organizations. Today customers choose a particular bank or airline or telecom provider not
because their tariffs or product are different but because of the customer experience they offer.
Over the years, our expertise has been built on decades of training experience of the team in the
Indian environment, working with leading organizations serving customers in India as well as in
UK and other developed countries. Our client list is testimony to the deep experience we bring in
this area.

Training and Competence building methodology

a) Focus on simple, practical, relevant and result oriented approach

b) Inbuilt modules for motivation as well as education

c) Focus on key priorities rather than on overwhelming detail

d) Training skills and principles easy to be practiced and adopted to become a way

of life

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e) Self appraisal to identify individual strengths and areas of improvement

INTRODUCTION TO TEAM BUILDING

T o respond to and effectively counter, a wide range of problems in an ever-changing turbulent

business environment, todays leaders need at their disposal not only professional, technical
and vocational skills as individuals but an understanding and an appreciation of underlying
behavioral processes when they have to work as a team.

Teams and teamwork would also come about as the only viable solution to the problems like
Alienation and challenges like effective channelisation of power dynamics within a group
confronting the 21st century Corporation.

To attain the above objectives, we are submitting a conceptual framework for Team Building
workshops as a launching pad for further customisation and validation of the design for your
organisation.

Team Building is certainly not based on a standardised workshop mode where the delegates are
lectured on certain skill-based modules dwelling superficially on aspects such as communication,
planning, implementation etc.

We believe that the modus operandi has to be vivid and experiential, a comprehensive training
programme which brings out the dynamism of the delegates when it comes to team building, a
learning which can be transferred directly to the skill and styles suited to the company culture,
and practiced at the office, or site.

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OUR UNDERSTANDING OF TRAINING NEEDS

The primary objective of Deltin is to train Senior Managers on Team Building & Leadership

Skills.

The training needs to be focused on the following skill set:

Team bonding
Motivation
Build close rapport & trust within colleagues
Understanding group dynamics
Open Communication
Conflict Resolution
Interpersonal Communication
Trust Building

With the above needs in mind, TPCL has proposed a two day training intervention on Team
Building which will include activities within and outside the classroom.

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OBJECTIVE
TEAM BUILDING WORKSHOPS

a) The focus of the Team Building Workshop would be on underlying behavioral

processes and relational aspects, which strengthen and reinforce team spirit and
emotional bonding within the team members, thereby enhancing team effectiveness
within organisations.

b) These behavioral processes would be centered primarily on developing sensitivity,

building trust, and creating a climate of openness, along with other behavioral
aspects, amongst the team members.

c) Team Skills, such as goal setting, planning, communication, implementation,

negotiation etc. would be emphasised upon, and would form distinct modules in the
workshops.

Attitudes

Team Building Roles Team

Effectiveness

Complementary Skills

We assume that the concept of teams as a competitive edge in an organisation, and the
components of teamwork, have been recognized along with acceptance of team building as the
key to organisational success, recognition of teamwork and team players in the form of both
monetary and non-monetary forms of reward systems, delineation of team tasks and team
responsibility as opposed to individual responsibility etc.

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FRAMEWORK

For Team Building, we would be using a basic model which traces the primary behavioral
elements, each element representing a set of concerns team members face as they work together,
and the associated symptomatic behaviors whether the concerns of the element have been
resolved or not. These elements are neither chronological nor as discrete as they might appear to
be, but are interdependent along with the complementary skills and roles team members acquire
during the process.

The above framework would map the course content and workshop facilitation and processing for
the faculty. It would also set forth the critical areas of team building (which could be from
behavioral processes to complementary task oriented skilling) for both the participants and the
facilitator.

Some specific areas, which we would look at, are:

Orientation

This would focus primarily on the issues of inclusion, membership and acceptance,
which are rooted in the persons own sense of self. The two key concerns are :

(i) Issues addressing the individuals right to be in a group Do I

belong ? - where finding ones niche in a group required the belief that one can
make a contribution and offer something worthwhile as the basis of being accepted
by the group),
(ii) The other core issue being Do I want to be here ?, where the team member must
believe that the groups task is important, and more importantly the team can do a
task at least as well as, if not better than the individual.

To resolve the above mentioned issues positively, the individual must be convinced that his
skills would be used, their unique points of views will be heard that their membership will
make a difference. Resolving orientation issues is fundamentally important because each
individual comes to a group with provisional membership, looking for a place and testing
whether he or she fits in with the groups purpose and other members. If unresolved they
tend to experience anxiety and fear - internal conflicts which expresses itself in various
dysfunctional ways - withdrawal, offering unsolicited criticism etc.

The Team Performance Model - Allan B. Drexler Sibbet, and Russell H. Forrester, 2013

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Trust Building

Trust building is a teams foundation and this element forms the second stage where the
central question is Who are you ? and the hidden concern is what will you expect of
me ? The individual team player needs to find out

a) Whether the others can be relied upon to perform the given task (issues of
Individuals task oriented competence)

b) Personal agenda vs. the team agenda, the case of hidden agendas, if any.
openness (sharing information, feedback etc.)

Competition / Collaboration / Collusion

In this stage we would like to focus on how teams function with an organisational context
when it comes to :

a) Competition / Collaboration / Collusion : The activities where people are

expected to collaborate with other people on a task and to demonstrate that
collaboration / co-operation is possible within a culture thriving on competition,
and perhaps the only way of converting a win-lose situation to a win-win
situation.

b) Conflict resolution : Conflicts are an integral part of any organisation and a

healthy phenomenon is constructively dealt with which helps in clarifying issues,
roles, refining solutions and optimising an organisations efficiency.

This is the stage where we look at acquisition of complementary skills to team building like
planning, communication etc.,especially the latter where we emphasize on verbal and non-
verbal communication skills in interpersonal and intragroup dynamics.

Team Performance and Team Synergy (Team Effectiveness)

This part of the workshop would be dedicated to the development of team players as a
concept, effective team players (as differentiated from ineffective team players), and
prescriptive strategies for team leaders when it comes to building and sustaining team
effectiveness in the various stages viz. forming, norming, storming, performing etc., and
being able to diagnose as to what element remains unresolved at what stage.

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PARTICIPANTS WILL LEARN TO

Participants will learn to:

Develop a teamwork orientation in a competitive organizational culture

Understand the clear relationship between team activities and business profitability
Integrate passive or aggressive individuals into the team
Remain focused on corporate and departmental goals despite an ever-changing market
Understand teamwork as a management strategy to improve communication and enhance
trust
Understand how positive teamwork results from effective team players
Understand team leadership and its impact on individual behavior
Help develop a culture which encourages teamwork

The two-day workshop would give us enough time to process and reinforce the learning on all the
team building aspects mentioned in the framework. However, we would like you to priorities
them in terms of their significance to the teams in the organisation.

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METHODOLOGY

The modus operandi usually envisaged for Team Building, is an intensive three-day workshop
focused on experiential learning, where the delegates would be engaged in an activity, and made
to look back at the activity critically, abstract some useful insight from the analysis, and relate
the results to work. The entire process would be reflective diagnostic, and focused on one hand,
and challenging on the other, with lecturettes, case studies and presentation conducted in
between.

In class activities [ Sample]

a) Instruments
b) Case studies
c) Syndicate activities
d) Game

Out door games [Sample]

a) Indian rope dance

b) Swimming in acid
c) Spider Web
d) Crossing the swamp
e) Tent pitching
f) Sliding down the rock face

The exact games will be determined based on the location and the agreement on the levels of
challenge

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