A team building process aims to simultaneously develop 1) the team’s individual and collective competencies in relation to a given mission and 2) the team members’ adhesion to the values of their activity sector and/or project.
Although "team building sessions" tend to be limited to board games-like group animations, the evolution of HR tests and audits nowadays allows for the implementation of very well-targeted selection and skills development processes.
HR assessment tools (tests) indeed allow for an assessment of the behavioral skills (or "soft skills") required in order to complete a given mission or goal in an efficient and quality-oriented manner. When supported by well-designed employee surveys, they allow for the identifiaction of precise development priorities relating to key areas of corporate management, such as:
- the management of internal and external relationships (customers and suppliers)
- the team’s results-orientation
- the organization of key processes and activity areas
- the level of autonomy granted to each team member
- the expected management style and level of delegation
- the expected communication style
- attention to employee health and well-being
1. Conduct of an assessment of each team member’s strengths and weaknesses in relation to their activity sector / project:
- Assessment of the team members’ positioning towards the mission / project: adhesion to the mission / activity sector / project’s values, quality of relationships among team members as well as between the team and the management, satisfaction with the organization of the workplace, availability of required resources, etc.
3. Design of a mutual coaching system among team members, in order to foster group cohesion and consensus with regards to how the common mission will be achieved.