Why Leadership and Team Building Exercises Should not be Ignored by Small Businesses

What the Large Companies Do

Large corporations for many years have invested heavily in leadership and team building programs, including seminars, debates, outdoor activities and sports. Some take the more ‘military’ route and utilise stressful and challenging situations in order to assess and improve their workforce.

The majority of these activities have shown to be so effective and beneficial that the percentage of human resources budgets dedicated to them has increased steadily for several decades among almost all larger businesses.

The Teambuilding Company

Why Small Businesses Often Do Not

As a small business, employing a small number of people, there are many reasons why carrying out these type of programs might seem to be unnecessary or extravagant. Firstly, they appear to take a lot of time and money to organise, and without adequately trained personnel to design a program and monitor the results, the benefits may not be as much as anticipated.

Small businesses also tend to have a much more personal relationship between all the staff, and between management of the company. As a result, ‘team building’ can appear less necessary than in a larger workforce. The majority of small business types are usually less concerned with staff assessment on a formal basis, either because the managers believe they know their staff well enough, or because the structure does not allow for the same promotion opportunities that larger pyramid structured firms may have.

Why They Should

It is simply not true that small businesses would not benefit. All successful businesses, regardless of size need to evaluate staff on a regular basis, small businesses more so in most cases as it is rarely done formally.

Only with the sort of increased knowledge of your employees that can be gained from these programs, can their skills and talents be properly utilised. An increased understanding of the dynamics within a small firm, even one of only three or four people can make marked differences to productivity, job satisfaction and in many cases innovation or just ‘giving a damn’.

How They Can

One of the main reasons stated by CEOs and managers of small companies not to carry these activities out is money, but it only takes a small amount of research and imagination to come up with low cost options that can be equally worthwhile and fun.

For example, one of the more obvious options is a session of paintball or laser tag – ideal with small teams and if you are short of numbers, friends and family can be involved. The majority of sports can serve the same purpose cheaply, although care has to be taken not to exclude physically less able employees. If you can get hold of some rope, some planks, a couple of barrels and a scaffold pole or two, it is simple to design small leadership puzzles for a group to carry out. Safety can be a concern, but sensible planning and keeping it simple will reduce any risks. A basic treasure hunt, or a business ideas competition can work usefully – as a CEO or manager you should be able to come up with a myriad of ideas that will serve the purpose cheaply and effectively.

The Benefits of Fun

Above all, a small business staff can carry out these kind of activities without the pressure of ‘promotion evaluation’ that is found among large corporation staff members, so they can have fun while carrying out whatever you decide to try.

No experienced manager can dispute the benefits of a workforce having fun together as a group, as this carries over into the workplace. This makes the work environment much more pleasant and productive, plus, you get to know your team better and they get to see your better side!