A631.1.5.RB_FogartyShawn

I see a tremendous amount of value in the EcoSeagate team development process. It works to push the limits and combat the sources of team problems. As an avid seafood connoisseur you have to crack the shell to get to the meat. EcoSeagate does just that. It places people in an uncomfortable environment, removing their security blankets, and allowing them to explore new ways about doing business. The major sources of team problems are derived from internal goals, the needs of members, behavioral norms, decision-making, leadership styles, and the overall size of the team (Brown, 2011, p. 267). EcoSeagate manages to remove the common barriers that would otherwise hinder a team’s progress and build upon individual skills sets that foster teamwork.      

Another major function of these team-building exercises is to address the human aspect of interpersonal connections and relationships found in organizations. EcoSeagate provides the framework to establish and build relationships. Bill Watkins, leader of Seagate Technology, stressed “The key to modifying behavior is creating an environment where we can't rely on experience. In unfamiliar situations, people - especially when tired - are more apt to ask for help and work as a team” (O’Brien, 2008). High-performing teams need to operate free and clear of turbulence.

A team building exercise of any magnitude is necessary in a high-performing organization. Regardless of the size and capabilities of the team members involved, anytime humans are involved you have to assess their personalities. Equally important, the team members have to get in sync. This can be accomplished on the main task at hand, but another practice is to ease into the problem with a warm up, similar to exercising. Bill Watkins authorizes the use of 2 million dollars annually in order to send 200 employees through and adventure course as he stated it “teaches his people something about priorities” (O’Brien, 2008). 

My organization would most definitely benefit from a similar activity. Presently, my organization is facing major turnover in various leadership positions. The staff equally is in shambles and we are not functioning well as a collective unit. A team building activity would be very beneficial to open lines of communication and establish trust. Lastly, the activity would work to establish a new climate, an environment that fosters teamwork and cooperation.

           

References

Brown, D. R. (2011). Team Development Intervention. In An experiential approach to organization development (8th ed., pp. 261-293). Boston: Prentice Hall.

O'Brien, J. (2008). An inside look at extreme corporate bonding - May. 21, 2008. Retrieved October 22, 2013, from http://money.cnn.com/2008/05/20/technology/obrien_seagate.fortune/