Core Values A TIGERS Success Series Company Fri, 12 Sep 2014 17:26:27 +0000 en-US hourly 1 Team Building Activities Increase Productivity and Reduce Employee Stress Fri, 12 Sep 2014 12:06:53 +0000 man drinking coffee]Employee stress in the workplace can be a productivity killer, and it reduces employee enjoyment as well. As a leader in the workplace, you benefit from working toward creating a productive environment for your employees. Using team building activities to reduce employee stress just might be the ticket to creating a unified workplace.

Workplace stress is not a new. Several well-written articles offer suggestions for employees to reduce their workplace stress. This article references the following articles: 5 Scientifically Proven Ways to Reduce Stress at Work, 10 Work Stress Reduction Tips, 7 Easy Ways to Avoid Burnout, and Your work-life balance hangs in these four quadrants.

Stress in the workplace may not be completely avoidable, but by utilizing team-building activities and offering these tips to your employees, you can greatly reduce the stress levels.

Focus on attainable goals. Setting high expectations of ourselves and of others is a good thing, but sometimes goals are unrealistic and they actually decrease productivity and team morale. According to the article 5 Scientifically Proven Ways to Reduce Stress at Work, it is important to focus on realistic and attainable goals and to let go of goals that are unrealistic. And this is where team-building activities can help an organization. With the help of a team-building consultant, organizations are able to identify employees’ strengths and weaknesses and build effective teams to achieve company goals.

Accept the stress. Stress really is a fact of life, and sometimes it is unavoidable. In these cases, the article 10 Work Stress Reduction Tips suggests that you accept that there is stress in your life. Once you accept that it is there, you can create ways to work through or move past the stress. And the same goes for leaders. If you know that your employees are stressed, accept it and create ways to help them deal with it.

Unplug before bed. Cell phones are wonderful tools, but according to 7 Easy Ways to Avoid Burnout, all of our devices can keep us awake and thinking about work. The article suggests taking a step back before bed, and putting all of your devices into airplane mode. You are cutting yourself off from communications and allowing yourself to take a break. By allowing yourself to step away, you will likely feel refreshed and energized in the morning, ready to tackle your workday.

Focus on rewarding and fulfilling work. According to the article Your work-life balance hangs in these four quadrants, there are four quadrants that work can fall under: rewarding work, fun and purpose, drudgery and tasks. In order to remain committed to your work, you need to have more rewarding work and fun and purpose, and less drudgery and tasks. Leaders can lead their team members to these top two quadrants by utilizing team building activities that re-energize employees, give a fun break in their day, and a purpose to meet company and personal goals.

Stress is an unfortunate work aspect for many people, but with passion and a clear purpose, employees can experience less stress and increase their productivity. With the help of team building activities, leaders can help their employees to leave the stress behind and reach their goals.

Copyright TIGERS Success Series by Dianne Crampton

collaborationAbout TIGERS Success Series, Inc.

TIGERS Success Series is an Oregon team building consultant that has been helping leaders build high performance teams and collaborative work communities for over 20 years.  TIGERS offers team building licensing and certification, team building events and team building activities along with ways to track and measure the team development process.

Become a TIGERS Den Member for free.

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Meetings Are A Team Building Activity CEOs Shouldn’t Ignore Fri, 05 Sep 2014 12:29:43 +0000
Time conceptAre team meetings a waste of time? To some they are if nothing is accomplished. While team meetings are an important team building activity, all too often they are mismanaged resulting in time and productivity losses.
It doesn’t have to be that way.  However, if team meetings are not improved from the top down, accountability suffers.
According to recent time management studies conducted by Bain and Associates, top executives lose thousands of hours each year responding to email and sitting in unproductive meetings, and the losses snowball through their organizations – simply because companies do not track and monitor employee time as tightly as any other resource, such as capital.
Bain’s research finds that 15 percent of an organization’s collective time is spent in meetings, a number that has increased steadily since 2008. One company’s weekly senior leadership meeting directly consumed 7,000 hours per year for the attendees – but 300,000 hours companywide among subordinates in preparation and related meetings.Yet most companies have no ability to quantify how their executives and other employees spend their time because they do not track and measure it.

Bain teamed with VoloMetrix, an enterprise analytics company, to examine the time budgets of 17 large corporations. Among their findings:

  • Executives today on average receive 30,000 external communications per year, up from 1,000 in the 1970s. At the current rate, executives will soon spend more than one day each week managing electronic communications.
  • Senior executives on average devote more than two days each week to meetings with three or more coworkers. A meeting that starts just five minutes late costs a company eight percent of that meeting – a loss that would be untenable in any other resource category.
  • Meetings are often scheduled “just because,” and dysfunctional meeting behavior is on the rise. At one company, about 1 in 5 meeting participants sent an average of three or more emails for every 30 minutes of meeting time. At a sample 10,000-employee business, $60 million – 20 percent of the total cost of meetings – was squandered in unproductive activity.

Although Bain’s homework on this issue is impressive, what this speaks to is ineffective group norms and equally ineffective team management practices.

The problem stems from corporate culture and foggy expectations and performance measures.   Organizations evolve into complex mechanisms that require increasing maintenance to function smoothly, and a corporate culture springs up to support this effort, siphoning resources away from externally-focused, customer-serving tasks.  However, organizations that fail to monitor inner effectiveness frequently show poor rating in external effectiveness as well.

Given this, what causes meeting management ineffectiveness?

The  research highlights these eight deadly time management sins and their cures:

  • Muddled companywide agendas: Make them clear and selective so all know how to use extra time and what tasks can be shelved with penalty.
  • “Time is free” approach to scheduling: Create zero-based time budget and manage organizational time as rigorously as capital assets.
  • “Let’s start a project” mindset: Require a business case for any new project.
  • Thickening middle: Simplify the organization. More managers and layers robs time and creates more work for others.
  • ACS – “Anyone Can Schedule”: Create a line of authority for who can call and set meetings.
  • Decision-making or decision-murky? Manage decision-making – not the matrix for it – by standardizing the process.
  • Meeting Time is Free Time: Establish discipline by requiring clear agendas, advance preparation, on-time starts. When possible, finish early.
  • “Where’d the time go?” Track meeting time, attendance and email volume to assess productivity. What is not monitored cannot be measured.

If time really was money, and accounted for in the same way,  would many companies be running huge deficits? Probably not. Tracking the effectiveness of team building activities such as team meetings and connecting them to project deliverables is one way to stem the flow of wasted time and effort.

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uparrwowAbout TIGERS Success Series

TIGERS Success Series is a Bend, Oregon Team Building Consultant that has helped leaders build high performance teams and collaborative work communities for over 20 years.  TIGERS offers team building events, team development consulting, team building licenses and certification, and team monitoring resources to help leaders track and measure the team development process.

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Becoming a Better Leader: A noble goal for all levels of leadership Fri, 29 Aug 2014 12:00:02 +0000 Reaching goalsNo matter your level of leadership or how long you’ve been in your position, it is important for all leaders to strive to become a better leader. Different personalities respond to leadership styles differently, and learning how to address issues individually is an essential skill for leaders. While leaders can’t please everyone all the time, consistently striving to be a better leader and learning how to deal with different employees can go a long way in successfully running your organization. This article provides several useful strategies to help you become a better leader.

Business publications are constantly distributing articles related to becoming a better leader. While there are many great articles to choose from, this article focuses on five that feature helpful information: The 9 Traits That Define Great Leadership, 6 Ways To Empower Your Employees With Transformational Leadership, 5 Ways to Be a Better Leader, 6 Painless Ways to Become a Better Boss, and 6 Ways Being Mindful Can Make You a Better Leader.

Continually learning different and new strategies for leadership is essential to becoming a better leader.

Be aware and decisive. According to an article on, The 9 Traits That Define Great Leadership, great leaders are aware of the pecking order, understand their place, and use that knowledge to be decisive. It’s no secret that leaders are faced with tough decisions, so to be a better leader, you must understand the importance of making a decision, and standing by it, no matter the outcome, which is another important trait.

Show empathy and accountability. Two of the 9 traits stress the importance for leaders to understand their employees, as well as to show employees that they understand. And with that understanding, leaders need to show employees, as well as those above them, that they hold themselves accountable for all issues within their departments. Employees are more productive and more willing to come to you with questions if they know that you are willing to listen. And if you understand what’s going on with your employees, it will be easier for you to hold yourself and your team accountable.

Be confident, optimistic, and honest. The 9 Traits That Define Great Leadership also include being confident, optimistic, and honest about your performance, your employees, and your goals. These traits help employees to be more productive, and they show your leaders your dedication to your position. A good attitude goes a long way toward success, so show your team your good attitude and encourage your members to follow suit.

Encourage feedback. According to a recent article, 6 Ways To Empower Your Employees With Transformational Leadership, leaders are more successful when they encourage employees find solutions for themselves. One way to do that is for leaders to give timely and relevant feedback. Employees are learning how you would like tasks completed, and they are able to take those skills to future tasks.

Don’t be afraid to make changes. If something seemed to work on paper but doesn’t translate well in execution, 5 Ways to Be a Better Leader encourages leaders to make changes. Encourage your team to identify areas that are working well, as well as areas that can be improved, and brainstorm ideas that can lead to a more-effective process. Make changes that will help your team for the immediate future, as well as those that will be beneficial for the long term.

Reward employees. According to the article 6 Painless Ways to Become a Better Boss, it’s important for leaders to reward employees, as well as provide negative feedback. Only focusing on negative attributes can affect employee confidence and team morale, both of which are important for successful results. Motivate your team by providing incentives and rewards for exceptional work.

Be mindful. A recent article published on, 6 Ways Being Mindful Can Make You a Better Leader, explained the meaning and importance of being a mindful leader. Being mindful means being present in the current moment and paying attention. This is an extremely important attribute for leaders because it means that you are receiving and understanding important pieces of information that are relevant to your business. You are then better equipped to use that information to complete tasks and reach goals.

Becoming a better leader should be a goal for leaders in all levels and all organizations. While it’s impossible to please every employee in every situation, it’s important to learn from these situations and grow as an individual and a leader.

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About TIGERS Success Series

TIGERS Success Series is an Oregon Team Building Consultant that has been helping leaders build high performance teams and cooperative work communities for over 20 years. Using team building events, team building activities and a successful team development system that helps leaders track and measure the team development process, TIGERS Success Series also licenses and certifies others in the use of award winning team development resources.

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Hiring Millennials To Fit Your Existing Teams with Effective Team Buiding Activities Fri, 22 Aug 2014 11:56:44 +0000

me to weDo you know how to hire right so that new employees — specifically Millennials — fit your existing teams like a glove?  If not, would it matter to you if a solution landed in your lap?  These and other questions some leaders ask all point to effective team building activities that help you decide before you hire an employee if they are the right fit for your organization — or not.

But it is one thing to select the right candidates. The other consideration is how you craft the candidate experience.

This year, the candidate experience – and the increasing value it provides for a company – took center stage at Simply Hired’s Innovation in Recruitment Forum. The invitation-only event assembled more than 100 recruiting leaders for an engaging conversation on the future of connecting people and jobs – and the emerging technologies that can fundamentally improve job search and recruiting. This includes adding team building activities to hiring and selection process.

A panel discussion  illuminated the areas where technology is disrupting traditional recruiting practices and reshaping the relationship between candidates and prospective employers. Key themes included:

  • Mobile: Mobile devices now account for more than 30% of traffic on Simply Hired and attendees noted that many Millennials are foregoing laptops in favor of tablets and smartphones. Yet the vast majority of Fortune 500 organizations do not offer ‘mobile apply’ due to lagging ATS functionality.
  • Measure and Optimize: Technology is bringing new efficiencies to recruiting that have been leveraged in online marketing for years. Recruiters need to start embracing those technologies and begin viewing the process of engaging with job seekers as a funnel to optimize over time – and use those technologies to more effectively and efficiently “work relevant candidates through that funnel.”
  • Data and Discovery: In a world where an average of 125 people apply for every single job, helping job seekers discover what they are qualified for – and helping recruiters understand which candidates are right for their company — is critically important. Finding that “needle in a haystack” is a fundamental problem for both job seekers looking for that right job and employers looking for that right candidate— and leveraging data to bring efficiency to that process will be the next wave of innovation. Good team building activities, however, bubble the right candidates to the top.
  • Transparency: People rely on product reviews, Yelp, and TripAdvisor – and now expect the same transparency into company culture and “what it’s really like to work there.” A parallel trend includes the steady increase of people who have had a bad candidate experience and share it outside of their inner circle. More than 1/3 of candidates now feel comfortable going public with a bad candidate experience.

“The candidate experience has never been more important,” noted Crispin. “Recruiters need to better understand job seekers at all levels, so we can conform our practices to those issues and then measure what we want to reward. We need to walk in the footsteps of job seekers – apply to our own jobs – and stand up for practices that will have an impact.” This means that if you need a new team member to integrate well into an existing team, give them an opportunity to show what they are worth through pre-hiring team building activities.

“If you can dream it, it can be built,” said Beriker. “Technology will yield incredible gains across the recruiting organization, and we have a tremendous amount to learn from other industries and each other. We have to take the big steps to embrace technology in this industry. We conceived of the Innovation in Recruitment Forum as a vehicle for thought leaders to come together and motivate, inspire and empower each other around change and the strategies that will define the future. We are pleased that our inaugural event lived up to this promise.”

From the millennial perspective what matters most is meaningful work, ethical and caring management, and generous compensation opportunities. These considerations make young employees feel comfortable and excited about work.

These potential employees also resonate well with team building activities.  Although, Millennials have their unique characteristics, our research over three decades shows that employees of all ages appreciate high-trust workplaces. Good team building activities accentuate this. Understanding how to create great cultures for this vital generation is an important pre-hire criteria.

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collaborationAbout TIGERS Success Series

TIGERS Success Series, Inc. is an Oregon Team Building Consultant that has been helping leaders build high performance teams and collaborative work communities for over 20 years.  TIGERS offers team building certifications and licensing, team building events and team building activities to enhance the cooperative workplace experience.


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Create a Culture of High Performance with Democracy, Teambuilding Events and Teambuilding Activities Mon, 11 Aug 2014 12:09:10 +0000 has published its eighth annual WorldBlu List of Most Democratic Workplaces™ with 41 organizations making the list. Teambuilding events and teambuilding activities play a large role in creating a democratic atmosphere in workplaces.

“WorldBlu-nominated organizations model how freedom and democracy in the workplace unleashes the human spirit in order to build high performing companies that change the world for the better,” said Traci Fenton, WorldBlu Founder and CEO.

Creating a high-performance culture based on democratic ideals is not a new idea. Professional consultants consistently utilize team-building events and team-building activities to create successful teams for organizations, such as the 6 Principles That Build High Performance Teams training event for human resource executives, project managers, managers, business development and leadership coaches and anyone who must accomplish work through teams.  The following article also promotes a collaborative culture for success: Positive Leadership: Success Without Collateral Damage .

Build positive relationships first. According to Positive Leadership: Success Without Collateral Damage, the most effective way to lead is by first focusing on one-on-one relationships with your team members. Once you create these relationships with your team members, you are better able to focus on positive aspects rather than the negative aspects within your organization.

The other aspect of building these relationships is that you can shift your focus from a “me” mentality to a “we” mentality in terms of success. Team-building events and team-building activities can help you make the shift within your organization.

Build teams around individual strengths. Every person on your team will have personal strengths and weaknesses, so according to Positive Leadership: Success Without Collateral Damage, use everyone’s individual strengths to build each other up, rather than tear each other down. This is even more important during times of stress and strife.

Use your resources. If you are new to the concept of incorporating effective team-building events into your business strategy, consider utilizing the workshops and activities that are available to you. The 6 Principles That Build High Performance Teams teambuilding event and seminar offers participants the opportunity to learn action-planning methods to accelerate positive business outcomes within your organization. The 2.5-day team-building event workshop offers a strategic team development system together with strategies and proven methods for effective and reliable team development each and every time you launch a new team or improve an existing one.

By learning and embracing the six strategies of trust, interdependence, genuineness, empathy, risk and success (TIGERS), you will find that your team members exhibit higher levels of commitment, productivity and team cooperation for your organization. Your organizational mission and values also achieve a much deeper connection with employees.

For organizations that strive to be part of WorldBlu’s annual list, start with teambuilding strategies within your teams and focus on democratic values and principles for success. Teambuilding activities are an effective way to change the overall atmosphere within your organization and to teach new strategies to all of your team members on every level.

“People would rather work in organizations that are based on freedom and democracy rather than fear and control,” Fenton said. “WorldBlu-nominated organizations model how freedom and democracy in the workplace unleashes the human spirit in order to build high performing companies that change the world for the better.”

Copyright TIGERS Success Series, Inc. by Dianne Crampton

arrow in the center of a targetAbout TIGERS Success Series, Inc.

TIGERS Success Series is a Bend, Oregon Teambuilding Consultant and Training Organization that helps leaders build high performance teams and principle-based work communities. TIGERS was recognized by Inc. Magazine’s entrepreneur of the year awards for the TIGERS Team Development System that takes all the guesswork out of building and improving teams and any group of people commissioned to achieve goals with high performance outcomes.  For a free report on the top barriers to high performance team work today click here.

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Use An Effective Team Building Event To Stop Corporate Strategy Fizzle Fri, 08 Aug 2014 12:08:50 +0000 Tick placed in awesome checkbox on customer service satisfaction survey formHow often does implementing corporate strategy fizzle right out of the gate? Take a guess.

We were shocked considering that failing to implement corporate strategy means that an organization’s ability to achieve important goals also fails. And, this failure directly lines up with executing important workforce development plans and employee training that link directly to strategy. So it makes good sense to launch corporate strategy through an effective team building event.

The Economist Intelligence Unit recently released a research study based on a global survey of over 200 executives, senior leaders and managers. The research exposed the critical enablers of effective strategy execution. This included the launch of strategy through an enticing team building event. The study also explored the organizational challenges and disconnects that companies must overcome to achieve success. These include engaging employees in all levels of operation to deploy strategy.

So how is it that many organizations suffer from corporate strategy “inaction”, rather than corporate strategy driving action? These challenges line up with our experience in catalyzing employees to execute strategy. The development of action plans and strategic team initiatives that are championed by employees is required to deploy corporate strategy.

Navigating from strategy to execution, companies face an apparent disconnect between the expectations of various levels in an organization, starting at the top. The research reveals that CEOs are likely to significantly overestimate their company’s ability to execute strategy, and may be missing opportunities to take the necessary actions to drive effective execution and skill development.

Top performing companies – yielding significantly higher revenue growth, profitability and market share – take the necessary actions to ensure that employees are aligned to the company strategy, have the right mindset, and are equipped with the skills and capabilities necessary to execute. This includes effective group norms with behavior identified to make implementation possible without considerable conflict.

To ensure superior strategy execution, companies must look beyond initiatives that build alignment – and proactively facilitate skill development and deep commitment by immersing leaders in the strategy.  This is where effective team building events line up with strategy launch. Traditional strategy communication and “push” methods alone – town hall meetings and leadership presentations – are no longer enough to maximize results.

In the 2-day workshop, 6 Principles That Build High Performance Teams, participants will experience the team catalytic resources that lead to high performance team action plans designed for strategy execution and other important team building events. Participants will be guided through the steps and processes required to engage employees to champion deployment and to build highly effective workforce development team actions plans.

Copy right TIGERS Success Series, Inc.

Tigers_300dpi_LogoAbout TIGERS Success Series

TIGERS Success Series is an Oregon Team Building Consultant that has been helping leaders build high performance teams and collaborative work communities for over 20 years.  TIGERS offers team building certification and licensing, team building events, team building activities and a way for leaders to track and measure the team development process.

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The Debate: On-line Training VS Face Time Training For Employees Sat, 02 Aug 2014 13:56:50 +0000 empowermentOver the last couple of blog posts we have been sharing information about the plight that US Business Leaders find themselves in.  The skill shortage in the U.S. is resulting in jobs being posted but no one to fill them. Someone graduating from a trade school right now with welding certification, for example, can actually do quite well financially if they secure the job.

At the same time, higher-education debt is swelling to a record $1.2 trillion. Why aren’t these graduates filling the skills gap jobs?

So many of these graduates are reporting that they are seriously under employed and taking jobs that do not require a college education.  It appears that a recent study by Gallup shows only 11 percent of business leaders believe graduates have the requisite skills for success in the workforce, leaving many of them under-employed or unemployed and unable to repay their student loans. Despite this trend, few universities or colleges have been able to adapt to the shifting demand for specialized workforce skills.  As a result, it makes good sense why so many training organizations are resorting to Webinars.

As a team development consultant we offer on-line Webinar training like many of our colleagues do.  Recently we produced one for the HR Training Organization, HR.Com.  Many of my internal training colleagues are developing online training for their oganizations, too.  But how would you teach a welder to weld with online training? There is a point where practical application with hands-on experience trumps even the best, well-crafted Webinar.

In the new study Hire Education: Mastery, Modularization, and the Workforce Revolution, Harvard Business School Professor Clayton M. Christensen and Dr. Michelle R. Weise, senior research fellow at the Clayton Christensen Institute, reveal the potential for online competency-based education to revolutionize the workforce and disrupt higher education. As traditional institutions remain fundamentally constrained in their response to evolving workforce demands, Hire Education predicts a growing need for brief, targeted, and affordable online competency-based models.

This is good.  It makes sense.  And, it falls short when hands-on experiential training is required.

For example, we built the 6 Principles That Build High Performance Teams team building event to be hands-on because all the applications associated with it are hands-on, which include group norm development, charter construction and facilitation techniques. The learning by doing method made more sense than constructing theoretical information with no feedback loops to determine if the training would transfer.

But Weise does make good points when she says, “No other existing form of higher education shows such promise in making the cost of a high-quality education affordable to more people. We see great disruptive potential in rigorous online competency-based models that offer flexibility, affordability and faster completion times. As competency-based learning providers and employers collaborate, a separate and possibly even more powerful value network of industry-validated experiences could have the power to override the importance of college rankings and accreditation.”

The full study is quite interesting. You can access it here:

Copyright TIGERS Success Series by Dianne Crampton

Tiger03About Dianne Crampton, MA Founder of TIGERS Success Series.

Dianne developed the TIGERS® Team Development System from her original research in psychology, education and business group dynamics. Her validated methods have helped leaders through change and team development initiatives that measurably improve workforce cooperation and team success for over 20 years. With some professionals reporting the statistic that 60% of new teams fail, her validated methods prove different.



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Add Team Building Events and Other Benefits to Your List of Job Perks for Happier Employees Fri, 01 Aug 2014 12:32:28 +0000 arrow in the center of a targetHappy employees are productive employees. If you find that your employees are not happy to come into work every day, consider revamping the job perks that you offer, and make sure to include team building events to your new list. The list of possible employee perks is long, so when deciding which perks to include for your team, consider the pros and cons of each to determine which perks will work best for your organization.

The list of potential perks is long and varies from free coffee to ball pits in the office. To decide which perks to offer your employees, consider the following articles: The Business Benefits of Providing Snacks as an Employee Perk.  4 Company Perks That Cost Nothing—But Mean Everything , 10 Employee Perks That Make a Real Difference , 8 Outrageous Job Perks You Wish You Had , and 6 Principles That Build High Performance Teams .

Unexpected job perks can change the whole environment of your organization, so consider adding some of these
perks to the office to increase employee happiness and productivity.

Free food. The way to most people’s hearts is through their stomachs, so free food is an excellent addition for any office. According to The Business Benefits of Providing Snacks as an Employee Perk, it is important to offer healthy snacks to your employees, as unhealthy snacks can actually lead to higher health costs for your employees. Offer your employees healthy and immune-boosting snacks such as bananas, nuts, yogurt and tea to increase employee productivity and health.

Unlimited vacation. Employee work/life balance is an important aspect of employee happiness that employers should be thinking about. According to 4 Company Perks That Cost Nothing—But Mean Everything, employees that are able to take off the time that they need, when they need it, are more productive and more mentally present when they are at work. While employers may be concerned that some employees will take advantage of the system, it is important to note that you will have rules in place to prevent excess use. For example, employees may need to request the time off well in advance, make sure they are not conflicting with someone’s requested time off, and are able to be contacted if they are the only ones who can answer a question. Employees will still be held responsible for completing their tasks, and you can hold them accountable for their progress.

Flexible working hours.
Another perk that many employees enjoy is the ability to choose when they work. According to 10 Employee Perks That Make a Real Difference , by offering flexible hours for your team members, your employees are able to work when they are most productive. And by allowing them to work when they are able to while still meeting their goals and completing their tasks, employees are able to take care of personal tasks as they arise, which allows them to be more productive while they are in the office.

Free fitness.
Some employers are promoting health for their employees by offering yoga classes, gym memberships and on-site fitness facilities. These perks promote better health among employees, which in turn allows for lower health costs for employers, as well as more productive employees. The article, 8 Outrageous Job Perks You Wish You Had ,  describes many employee perks that companies are offering their employees to increase employee happiness and productivity.

Team building events. Team building events offer employees a fun environment to learn and grow as individuals and as teams. These events break up the monotony of the day-to-day grind for your employees, as well as give employers the opportunity to teach strategies and build better teams. The 6 Principles That Build High Performance Teams two-day workshop gives employers the strategies  they need to build better teams, promote employee happiness, and increase productivity in the office. This is also a system your millennial employees will appreciate; meaning that high turnover at the millennial level may be left behind.

Job perks can vary from organization to organization, and there is a long list of perks that may work for you. If you would like to promote happiness in the office and increase employee productivity, consider adding some of these perks to your list, including the all-important team building events that provide an effective place to teach strategies while giving employees a fun break from their daily tasks.

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MeetTom3About TIGERS Success Series, Inc.

TIGERS Success Series is an Oregon Team Building Consultant that helps leaders build high performance teams and collaborative work communities.  TIGERS offers team building certification, team building events, and team building activities to ignite and improve team behavior and high performance team dynamics.

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3 Skills Leaders Need Now To Propel Business Growth And Productivity Wed, 30 Jul 2014 17:36:41 +0000 Building a successful team blue Gone are the days of do what I say. Today’s workforce has changed and managers that hold on to autocratic leadership styles will find low tolerance even in the CEO seat. There are three 3 skills leaders need to propel business growth and productivity if they want to see their businesses succeed through another generation.

New research projects that the U.S. standard of living is in danger of declining by 9 percent by 2030. The estimate is that it will revert back to the level it was in 2000. It is time now to make changes.

There are three major economic threats that are sparking this need for leadership change:

  1. An aging workforce
  2. Lower workforce participation
  3. A flat or declining productivity growth rate

The leadership skills needed to stem the tide are coaching, facilitation and building a successful team.

Here’s how.

Aging workforce: As Baby Boomers retire, the working age population (15- to 64-years-old) is shrinking as a share of the total population. By 2030, the working age population could shrink by 9 percent, declining to a 1970 level.

This means that it is vitally important now to train and develop Millennials who will come into the workforce untrained. Although many larger organizations deploy training, smaller employers will find that simply telling an employee what to do will not fill the bill. Coaching employees is part of the development process as it helps transfer skills learned through training to actual performance. Coaching provides both skill transference and sparks the employee’s desire to achieve high levels of ongoing success.

Lower workforce participation: According to the U.S. Bureau of Labor Statistics, current workforce participation rates are at their lowest since 1977. There are not enough people of working-age actually working today, driven in part by youth unemployment (16- to 24-years-old).

“For the first time in our nation’s history, the next generation may not be better off than their parents,” said Peter Hutchinson. Hutchinson leads a public service strategy for North America state, provincial and local business for Accenture. Accenture is responsible for the economic study. “For decades people have come to expect our economy and way of life to continue to improve, not decline. Our standard of living hinges on harnessing a skilled workforce to power our economies.”

So if organizations need to do more with less now, what is the solution? High performance teams need fewer employees to achieve difficult work. This is because team based organizations empower their employees to resolve effective group process. This means that employees become experts in solving problems, making decisions that benefit their organization, resolve conflict and plan and implement strategies. And this isn’t achieved by chance.

There are effective systems in place now with training available to help leaders build the type of work climate to make this happen. An example is The 6 Principles That Build High Performance Teams workshop that trains leaders to facilitate effective group norms and team charters so that team efforts result in success each and every time a new team is formed. This workshop also helps low performing existing teams correct problems that are affecting their success.

Proper facilitation methods that engage the full intelligence that teams offer to solve company problems now are in dire need.

A flat or declining productivity growth rate: States are facing an unreliable growth rate in workforce productivity, which has fallen below 1 percent for five of the past 10 years and is now at one of its lowest points since 1960. According to the study findings, Only 18 percent of employers surveyed said they had sufficient access to the skills they require, and only 12 percent of job seekers say it is easy to find the right job.

The study exposed several factors that are affecting this. First skills needed for job openings now can’t be filled because there are not enough people trained to fill these positions. Second, high school and college graduation rates will decrease. Third, more than half of recent college graduates report that they are under-employed or working in positions that do not require a college education. Finally Union internship and apprentice programs slacked off with the advent of manufacturing leaving the U.S. as companies exported their operations overseas.

This means that in order to attract and retain top talent, mangers will need to provide workforce development road maps for new employees that show pathways to career development that do not point everyone toward management. New employees need a personalized road map that shows him or her how to put unique talents to work to gain the skills and competencies needed for career growth and future desired jobs.

For most of our history, we could take talent for granted. It was plentiful. But in the future, it will be a scarcer resource. Strategies that worked in the past are not going to work in the future. Leaders who act now and act decisively will have a competitive advantage in winning the battle for talent.

Copyright TIGERS Success Series, Inc. by Dianne Crampton

piggy bank and measuring tapeAbout TIGERS Success Series

TIGERS is a Oregon Consultant from Bend Oregon that has been helping leaders build high performance teams for over 20 years. TIGERS offers a full team development system from tracking and measuring the team development process to deploying team resources that build successful teams.  Learn valuable techniques and strategies this fall by joining TIGERS Success Series in the 6 Principles That Building High Performance Teams accelerated training program.


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Workforce Development Is Improved Through Leadership Team Development Mon, 28 Jul 2014 12:59:06 +0000 who moved my cheeseThere is a United States skills and workforce shortage that makes it difficult for manufacturing to return to the US. From technical to leadership team development skills, the US has taken a back seat to other developed countries.

Successful workforce training models from other countries can narrow the skills gap. But other cost effective training is also available for leaders who must accomplish work through teams. The 6 Principles That Build High Performance Teams workshop and system is one example of a program currently available in the US.

While many experts have focused on the importance of educational institutions and policymakers in tackling the issue, CEOs must take a greater leadership role along with HR transformation functions so that workforce development meets production needs. For managers who must accomplish work through teams, this is critical.

According to the Georgetown Center on Education and the Workforce, 80 percent of middle skills jobs require one year of training or less and nearly 44 percent of middle skills jobs require less than three months of training. This report argues that businesses and institutions of higher education must work together to reclaim 100 million missing years of education among American workers.

So what might an actionable plan look like?

  • Accomplishing work through teams is not a passing fad. There are viable systems in place now that allow leaders to track and measure the team development process;
  • Low functioning teams can be improved with a reliable system that catalyzes employee commitment for improved team behavior, clarity of mission and task accomplishment;
  • Senior executives must reexamine the notion of workforce development, reinventing how they invest hundreds of billions of dollars in their workers’ education;
  • Senior executives must integrate the skills shortfall through a new integration of education and real work requirements;
  • Boards of Directors should create drives for the creation of a new generation of C-Suite leadership around skills development;
  • Corporate problem solving teams should compare notes through ASTD or similar organizations to collaborate on talent acquisition and retention best practices that can guide corporate action in this area.

All too often business leaders talk about the nation’s skills shortage as though it were a public policy problem. In reality it’s a challenge for CEOs to realize that allowing a persistent skills shortage to continue is no less serious than any other aspect of corporate strategy.

Copyright TIGERS Success Series, Inc.

me to weAbout TIGERS Success Series

Effective leaders catalyze employees to work productively in teams by facilitating team action plans and agreements that leverage beneficial behavior to drive results.
We  provide practical  strategies that reduce team conflict, save time and improve the success of your team and workforce development projects.  TIGERS Success Series is an Oregon Team Building Consultant helping leadership achieve their team development goals.
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