If team building and other offsite events are to offer value to the individuals and organization, their inclusion in an overall personal and corporate structure of philosophies, values and practices will be critical.
Allstars Team is about the process of supporting a work group to operate in a team-oriented environment that is characterized by such philosophies as shared purpose, shared values, shared vision, shared mission and a performance development system that enables people to grow both personally and professionally. It is ideal for organizations with a high mix of seniority in age, experience and competency.
The program gives participants an opportunity to reconnect with their purpose and how they can align their thoughts and actions towards their personal and collective vision. The program involves participants to devote to achieving self-empowerment as individuals and as a team to reach new heights and create new paradigms in working relationships.
Allstars Team focuses on the following areas:
After completing the training, you should be able to:
- Align with what company core values truly
- Embody company’s vision and mission statements
- Maximize the effectiveness of every team member in an organization
- Strengthen supportive relationships with professionalism
- Take actions guided by sets of principles
Think differently to alter direction.
The experience of learning to read and write for the first time is likely to remain vivid in your memory. The skill is ingrained and it stays. The primary objective of our training and workshop is to make your new knowledge and abilities as durable as the ones you've already accumulated. They foster fresh ideas. They enable great feats. Individual behaviour and attitude contribute to your organization's success is what we prioritise.
Combining experiential, instructional, and discovery learning with current coaching technology promotes profound transformations in attitudes and behaviour that enable sustainable change in your business. These adjustments improve results.
Our programmes involve with 12 unique learning methodology as below:
Our unique experiential framework and implementation empowers you to:
- Be resourceful in any given situation
- Create outstanding performance from self and others
- Develop your personal unique leadership style
- Employ effective inter-personal skills to different types of team members
- Enhance listening skills and powerful non-verbal skills
- Focus on goal-oriented outcome
- Foster a productive environment
- Identify origins of your present behaviours and remove limiting beliefs about self and others
- Implement beliefs that build teamwork that works
- Lead and support with certainty
- Seize on opportunities in an ever-changing business environment
- Understand and employ the teamwork process effectively
Our program outline encompasses the following modules:
Day 1:
In an ever-changing business environment, there are unknown elements and challenges are constant. This requires one to be adaptable to changes. When we are confronted with unexpected changes, we must be able to shift our actions to overcome such challenges. This requires agility, quick thinking, organizing skills and leadership. This activity will be timed for purpose of rigor and efficiency. Team effectiveness will be benchmarked. The list of participants must be sourced from client before the program is to be held. In the list, there must be a column which indicates the calling names of the participants. If pre-grouped, name tags will be placed facing downwards on the chairs arranged according to the grouping list. If not pre-grouped, name tags will then be placed facing downwards on chair formation randomly. One or two representatives will be called into the room and given instructions for the rest of the team. The representatives then leave the room and lead the rest of the team to enter the room. The objective is to get everyone seated on the chairs where their name tags are placed, in the shortest possible time. Beware as nothing is ever what they seem.
Learning elements – Accountability, adaptability, clarity, commitment, communication, leadership, organizing skills, ownership, planning, proactivity, responsibility, rigor and team effectiveness.
If there is a will, there is a way. When we are pushed, we can outperform against our perceived capability. Very often, we are boxed in and build barriers around ourselves. When we are challenged, we can use the opportunity to break free from our mental barriers and achieve success which we originally deemed as impossible. Teams are given an object to pass around amongst team members with targeted time. Whenever they achieve results, they are challenged with new demands. When they record the time which to them, is deemed as of utmost possibility, they are challenged yet again to improve on the time until they breakthrough their beliefs about what was originally deemed to be impossible.
Learning elements – Accountability, adaptability, analytical thinking, clarity, collaboration, commitment, communication, creativity, decision making, esprit de corps, focus, leadership, openness, organizing skills, ownership, planning, proactivity, problem solving, rapport / trust, responsibility, rigor, self-awareness and team effectiveness.
Formation of team based on leadership, team name, team values, team flag with their own unique symbol and a haka war cry. Once we have established the formation of team, we can move all teams through the other three major stages of team development ie Storming, Norming and Performing. Every major process following this is designed to specifically draw out important lessons from each stage of the team’s transformation into a high performing team.
Learning elements – Accountability, clarity, collaboration, commitment, communication, creativity, esprit de corps, leadership, openness, organizing skills, ownership, presentation skills, resourcefulness, responsibility, rigor and team effectiveness.
Teams are to present their team credentials, given that they have already formed their teams at this point in time. As teams present, others have opportunities to provide feedback, sometimes in friendly overtures and at times, with animosity. Once this process is over, teams have to choose to partner another team to win the following competition. However, teams are forewarned that after collaborating with another team, they many have to compete against each other. Will they choose a strong team so that they can win over the rest, or will they choose a weaker team so that they can win against them at a later stage? This category of activity builds rapid rapport amongst team members as well as with the overall audience.
Learning elements – Accountability, adaptability, commitment, communication, creativity, flexibility, leadership, openness, organizing skills, presentation skills, relationship building, resourcefulness, risk-taking, self-awareness and teamwork.
A simulation is introduced to the participants where a call from the boss is received. The request is to entertain a visiting VIP by serving the VIP with a cup of tea. Watch how people use the opportunity to ask questions. Witness the chaotic actions as the participants scramble to come up with the perfect cup of tea. When the moment arrives to serve their respective cups of tea to the VIP, enjoy the hilarious feedback as the participants learn to ask better questions when they are in a situation where information is scarce. This is one of those powerful processes where participants appreciate the distinctions between the types of questions asked and why they should always ask the right questions to get the best results.
Learning elements – Adaptability, analytical thinking, clarity, communication, focus, integrity, leadership, organizing skills, planning, presentation skills, proactivity, problem solving, resourcefulness, rigor and team effectiveness.
Intention Walk is an excellent primer or entry activity for context setting. It can also be an energetic introduction to the power of creativity amongst the participants. The value of Intention Walk lies not only in its simplicity but its learning on intention and possibilities. Essentially, participants have to cross between two points using a unique method that has not been demonstrated prior to the individual’s turn. Upon the successful crossing of the points, they continue to challenge their peers to rise to the occasion. A high energy and exciting process, everyone gets involved, many times including stakeholders, facilitators as well as trainers. This is also an excellent process to narrow the gap and create a closer bond not only amongst the participants but also between the participants and the facilitator team. This can be both an indoor or outdoor process.
Learning elements – Adaptability, clarity, commitment, creativity, esprit de corps, integrity, leadership, openness, ownership, presentation skills, proactivity, rapport / trust, resourcefulness, rigor and self awareness.
Teams come together to work on a specific project. Each member is given a secret identity that defines their roles and responsibilities for the project. Amongst these secret identities is the unique role of a spy, whose sole responsibility is to sabotage the project. The team now strategizes amongst themselves and decides on taking turns to get progressive information from a certain source. As each member return to the team, they persuade and influence their team members to adopt the new information about the project. However, one of them is the spy and the information given is counter-productive to the overall team’s objective. How do they win as a team? Just who amongst the team members is the spy? How do they identify this person and take the information out of the equation? Watch teams progress from the start of the project as they work together in an environment of trust and bias. This is an excellent activity to address invisible barriers, perceptions and hidden obstacles in the pursuit of team goals. It is one of the best activities to neutralize any potential culture-forming habits of unfounded suspicion amongst team members, baseless rumor-mongering and ungrounded gossiping.
Learning elements – Accountability, adaptability, clarity, collaboration, commitment, communication, decision making, focus, integrity, openness, ownership, proactivity, problem solving, rapport / trust, responsibility, self-awareness and team effectiveness.
The name of this classic is The XO Game. The objective is to win. How the teams win is by accumulating the highest amount of profits for them. How they accumulate profits is by going through a specific number of voting rounds. Just like in a reality show, when the Game Master calls for their votes in each round, teams will simultaneously display their votes. Based on the teams’ votes, some teams will earn certain profits and some will make certain losses for that round. To add tension to the game, there will be some Bonus Rounds. Through the game, they learn the concept of win-win, which allows not only the individual team to win but how all the other teams can win as well. This activity is engaging as it involves all participants to vote in the process. The debriefing is designed to highlight the benefits of a collaborative mindset versus the dangers of having a silo-mentality in the workplace. It stresses on thinking and behavior that will lead to better results in the workplace. After all, the total is always greater than the sum of all parts.
Learning elements – Accountability, analytical thinking, collaboration, commitment, communication, decision making, integrity, leadership, openness, planning, problem solving, rapport / trust, self-awareness and team effectiveness.
