Michele Ada Alston, MA, is the author of this blog and a facilitator at The 2019 LIVE Instructor-led Supervisory Academy. This blog supports her workshop titled “Building Successful Teams: Managing Teams in a Diverse Workplace.”


Various reports show that companies who implement strategic communication practices are about 4.5 times more likely to have engaged employees and 20% less likely to experience employee turnover. On the other hand, another source showed their surveyed companies have lost roughly $37 billion through employee misunderstanding or poor communication.


Co-workers won’t build relationships overnight, and in fact, it can take a significant amount of time and effort to develop lasting, trusting relationships between employees who may have very little in common. However, given that a recent study by Forbes found that job hopping is becoming increasingly common, we might not have the luxury of time. Thankfully, there are measures managers and supervisors can take, such as team building programs, to solidify the bonds between existing colleagues.


Employee engagement has become an HR buzzword, with thousands of articles covering the benefits of enhanced employee engagement, how to drive it and what can cause it to plummet. Team building is a known driver of employee engagement that truly provides a sense of belonging.


This Team Building Workshop will help you form, and maintain meaningful connections with shared tools, and a common language with your team members. Whether your team is new or established, this workshop will help you build cohesion, establish trust, and develop group norms, all of which are key benefits to an engaged team. One approach to accomplish this is a model called Courageous Conversation. The real Art of Courageous Conversation is not only to say the right thing at the right place, but to leave unsaid the wrong thing at the tempting moment.


We know life is full of crises, team problems, and decision making, but sometimes we don’t have the time, energy or resources appropriate to solve or manage a team’s problem. What might be the issue is that what we think of as problematic behavior can be viewed as the consequence of ineffective behavior and thinking. In the past we might have seen that unproductive attempts to solve team problems have had adverse effects– anxiety, depression, ugly confrontations, and interpersonal conflict.


During the workshop we will discuss various models and techniques that will help us deal with the gaps between what the team is doing and what you would like the team to do.  By using some or all of these models/approaches we can have breakthroughs that will create better connections with our team and prompt them to be the highly engaged employee they really already are.


If you want to learn more about this topic, register here for the 2019 LIVE Instructor-led Supervisory Academy!