As any successful business owner knows, the success of their business depends on the synergies that are created amongst team members and that Dream Teams are not built through research and training alone.

Creating the “Dream Team” for your business requires strategies the go beyond “collecting information” and with a plethora of training options available to employers and employees alike, it can often be puzzling when trying to find the optimal approach for achieving the desired results.

There is one basic rule to apply when considering your next team building exercise. “Dream teams” are not built through information or training alone. Seminars, competency training, reading books and watching videos are all helpful strategies but as the age-old adage goes “action speaks louder than words”. Being able to perform tasks during training is not the same as applying them on a day to day basis.

Information alone does not change behaviour.

Environment is one of the key factors in influencing your team’s success. People base their behaviour on their beliefs about themselves and their environment.

Can they have a positive impact on their environment?

Does the environment support positive behaviour?

Team members should feel that they have the capability to contribute in their environment and Dream Teams know this and practice it every day.

This means giving your team the right equipment and environment to be effective is essential. They need to feel safe to contribute their opinion and feedback in a supportive environment.

But how do you find this out?

You simply have to ask.

Ask your team if they think there are factors in their environment which could be improved to help them be more efficient, productive or happy. Perhaps they many prefer music while they work, better light or flexible hours. Many organisations have realised the importance and impact of employee satisfaction on the bottom line. Workplaces now include facilities such as ergonomically designed work stations and even childcare facilities.

Beliefs are the key motivators in peoples’ behaviour. However, changing your team members beliefs does not happen automatically. Recruiting the right people through personality instruments and team interviews is one strategy but understanding their beliefs can be as important in identifying other strategies.

Common beliefs limiting team performance include:

  • Feedback “I have some constructive feedback but expressing it may cause a confrontation – best to keep it to myself”
  • Delegation “The only way to get the job done properly is to do it myself”
  • Sales “Real salespeople are dishonest, pushy and arrogant”

Changing beliefs such as these is a systematic process. Team leaders need to facilitate change by designing flexible experiences for people in organisations to learn and adapt. Multiple and varied experiences must be used to inspire new ways of seeing and thinking about things. Reframing opens the mind to new beliefs and behaviour.

Information and ideas are not enough. They need to be ingrained in day-to-day activities. What beliefs exist in your organisation that may be hampering or aiding in achieving the desired outcomes? How can your work environment be changed to support flexibility and greater productivity and what experiences will help foster changes in beliefs and behaviours?

When you are able to identify the beliefs that exist within your teams and can begin to nurture the right behaviours, you’re well on the path to creating your Dream Team.