Team building activities aren't the only strategy to strengthen your organizational team. Here is another way: more effective office design. Check it out: http://arriive.blogspot.com/2007/11/demise-of-dreaded-office-cubicle-modern.html

Here is another example of a real-life [tag-tec]workplace horror story[/tag-tec].  Actually four, all submitted to me by the same person.  This individual works (or worked!) at a law firm...read on... 1) Senior partner comes into my office sloppy drunk screaming at me for being a "f***in' lame-ass" for not staying out drinking with him and instead working. 2) Senior partner asks me to help him draft a paternity leave policy for a client and remarks "even though we all know paternity leave is for sissies." 3) Senior partner asks me in 1999 why I'm so interested in the internet and when I respond "it's going to change the world" he says (shaking his head), "why 'cause you can buy a shirt there?" 4) Morning of 9/11, senior partner walks by, sees me upset, and says "what's wrong?" I say "a plane just hit WTC and it's collapsing. 50,000 people work there." He says "c'mon don't you think they got them all out?" and walks off. While these four situations relate more to the behaviour of certain individuals rather than to corporate policy or the "workings" of this particular law firm, I think it is still important to point out that this kind of situation/behaviour has an impact on real people's lives.  Managers, partners and employers take note:  We are entering an unprecedented era of entitlement.  If you want to attract and retain good quality talent you are going to have to take note of how you are making your employees FEEL.  [tag-ice]Employees who feel unhappy[/tag-ice] are going to leave your company and that is going to cost you time, money and stress.  Relating this back to team and [tag-tec]team building[/tag-tec], I'll say for now that an organizational team, defined as any formal or informal group of people in a workplace setting, works best when all members relate well to each other.  Consider how you'd feel if one of your teammates made regular comments to you like #1-4 above.  I'll be talking a lot about attraction and retention and also [tag-ice]generational differences between employees[/tag-ice] in subsequent postings.�

Managers in the corporate world should seek to build "enlightened teams".  To begin with, I propose that you consider this definition of an [tag-tec]enlightened[/tag-tec] team: An organizational team that seeks to operate at a higher level of [tag-tec]consciousness[/tag-tec]. What does this mean? An organizational team that is enlightened has certain qualities that set it ahead of a team that is not enlightened. No team will be able to master all of these qualities because enlightenment is a process, not an end state. Enlightened teams always strive for more. More contribution, more results, and an always increasing level of consciousness. THE THIRTEEN QUALITIES OF THE ENLIGHTENED TEAM An enlightened team is one that...

1. Operates with a collective vision, mission and purpose.
2. Is conscious and proud of its value to the organization.
3. Strives to achieve skill mastery.
4. Cross-trains for further skill development.
5. Seeks constant process improvement.
6. Use mistakes as learning opportunities.
7. Has a high level of trust.
8. Has a high level of communication.
9. Collectively strives to achieve a healthy work-life balance.
10. Gives back.
11. Uses modern performance-enhancing techniques for higher effectiveness.
12. Is solutions-focused.
13. Leads by example.