Proper Team Building Can Address Top Executive Concerns

A global study released by Accenture has found that managing risk ranks as the top priority for senior executives. Locally in Canada however, executives seem much more focused on the bottom line. Increasing shareholder value ranked as their top priority followed by improving workplace performance and attracting and retaining skilled staff. “Managing Risk” actually ranked in 6th place on this Canadian list.

This annual study performed by Accenture surveys 436 senior managers in North America, Europe, and Asia.

With increased globalization, aggressive growth, increased competition and the information explosion, the corporate playing field has been leveled in many areas today. In the 1980’s and into the 90’s, it was the companies with the latest and greatest technologies that found the most success. But nowadays, every business with access to the world wide web has access to that technology.

So what separates the good companies from the great? It’s the people who work there and how well they perform as individuals and as part of the team.

This is where true team building and leadership development training come into play. Too often team building is interpreted as a day away from the office playing lazer tag or hitting golf balls. However, with the proper approach, proper development training can address many of the Canadian executive’s chief concerns. Let’s look at these in the order ranked by Accenture:

1. Increasing shareholder value: this is a direct culmination of recognizing and dealing with many of the following concerns.

2. Improving workplace performance: Workers tend to work best when self motivated. This is enabled through both enhanced vertical and horizontal communication. If an employee feels listened to and recognized by management and if they are given clear direction and the resources to succeed, they are more likely to perform.

3. Attracting and retaining skilled staff: The Accenture survey was taken from the November, 2006 Ottawa HR Magazine. Also in this issue was a listing of the National Capital Region’s Top 10 Employers. Not one of these companies was listed because it provided the highest salaries. These employers were recognized due to their ability to communicate, set goals, involve employees, and do business with honesty and integrity.

4. Increasing the ability to manage and share knowledge across the workforce: nuff said!

5. Changing organizational culture and employee attitudes: self motivated employees work harder and better. If employees are recognized for their efforts and rewarded, the culture will be one of performance and positive attitudes.

6. Managing Risk: the best way to manage risk is to properly manage and lead people. If you have highly performing people in all areas of your workforce, your risk is greatly reduced.

7. Developing employees into capable leaders: again, nothing more to say here.

8. Using IT to reduce costs and create value: this is the only concern in this Top 10 list that cannot be directly affected by proper team building and leadership training.

9. Developing a more customer-centric business model. This is values-based training and is most effective when employees take ownership of their results.

10. Applying innovation to stay ahead of competition: the voices of all your employees need to be heard and employees need to feel comfortable when speaking out and rewarded when their ideas come to fruition.

This survey shows that 90% of executive’s chief concerns can be dealt with during proper team and leadership development. Leaders are integral to teams and teams are nothing more than interpersonal relationships. Strong relationships can’t be formed or problems solved during an afternoon of whitewater rafting. If companies truly want to improve their team dynamics, and thus the bottom line, team building and leadership development needs to be an ongoing, 24-7, process.

This Accenture survey was taken from Ottawa HR, November 6, 2006, A publication of the Ottawa Business Journal