If we experience team building as a forced outdoor game accompanied by synthetic enthusiasm, something in the entire organizational culture needs to be reset.
Good team building = a consciously designed experience that strengthens relationships and enables authenticity
Don't like the term "team building"? Fine. Call it a shared experience that helps people work together more effectively. As long as there's a clear purpose and a designed process, the label is secondary.
The three most common mistakes:
- The goal doesn't exist or is unclear. If we're not sure why we're doing it, how can we know what to do?
- One activity for everyone. People are different. An extrovert won't enjoy silence; an introvert won't shine in paintball.
- No follow-up. Team building without follow-up is like exercise without stretching. Short-term improvement, no long-term impact.
What does "good practice" mean?
- For small teams: workshops that integrate everyday challenges into a game format (e.g., conflict simulations or improvisational techniques)
- For hybrid teams: a virtual escape room combined with a physical "care package" delivered to everyone's home address.
- For teams under pressure: a silent retreat with facilitation focused on emotional intelligence and psychological safety.
And most importantly: participation, not coercion.
If people have the right to say "no" without consequences — and if they're given a choice — you'll get more genuine participation and better results.
Team building is not for relaxation. It's for connection. It's not about activities, but about purpose. And when designed thoughtfully, it becomes a tool for long-term change, not just "another line item in the HR budget."