Latest news with #teambuilding
Yahoo
5 days ago
- General
- Yahoo
Saints share highlight videos from team paintball outing: 'It's all strategy'
NFL teams try all sorts of team-building strategies this time of the year -- there's a reason it's called "organized team activity" and not "practice" when players report for work. In previous years, the New Orleans Saints have buddied up to go bowfishing, bowling, or try other group activities. This year players went out to play paintball, and head coach Kellen Moore joined them. It looks like a great time; the Saints shared a couple of videos highlighting the players' reactions and some of the day's funnier moments. For his part, defensive tackle Khalen Saunders regretted leaving cover, laughing and holding up his yellow paint-smeared helmet for the camera: "I ran out in the middle and got smoked. It hit me square in my eyeball." Advertisement Other guys saw it as a great learning opportunity. Quarterback Spencer Rattler said afterwards, "It's all strategy, it's all the will you've got. It's tiring and it's hot out here too." Seeing guys covering each other and coordinating movement through the obstacles on the field is entertaining, but it goes a long way towards building up camaraderie in the locker room, too. And here's a better look at the different teams: Hopefully it makes a difference. The team is in a rough state five years into the post-Drew Brees era, having fired their last head coach and parted ways with who they thought could be their franchise quarterback, and they need new leaders to step up. Moore participating means a lot. Maybe live-fire experiences like this can help guys learn to trust each other, work together, and win a lot of football games in the fall. This article originally appeared on Saints Wire: WATCH: New Orleans Saints share highlights from team paintball outing
Entrepreneur
23-05-2025
- Business
- Entrepreneur
Great Startups Start With Great Teams — Here's How to Build One
Startup success depends less on ideas and more on assembling a strong, strategically aligned early team that can execute, adapt and scale. Opinions expressed by Entrepreneur contributors are their own. Startup ecosystem success hinges on execution rather than ideas. And to execute well, you need a great team on board. Research demonstrates that 23% of startup failures stem directly from team issues. For startup founders, building the right team goes beyond standard recruitment. It's arguably your most important responsibility and remains your top priority as your company scales. Strategic importance of your first hires Early teams, including co-founders, shape the company's trajectory, culture and future hiring capabilities. Teams with more than one founder outperform solo founders by an astounding 163%, with 25% higher startup valuations. These initial employees establish operational foundations that either propel the business forward or create friction hampering growth. Strategic team development requires careful financial planning. Before you think about hiring, ensure that you have: Adequate funding Strategic hiring roadmap aligned with growth milestones Prioritized roles and addressed operational bottlenecks Scale considerations for the role as the company evolves Experts recommend giving yourself a specific timeline for each hire, recognizing that on average, startup hiring processes take six months to complete. Keeping vacancies open for too long carries significant opportunity costs, especially during the critical early stages. Optimal first hires depend on the type of company you want to build and what skill sets you need from your team. Complement founder strengths Startup teams perform strongest when building around founder expertise while filling critical gaps. McKinsey research indicates companies in the top quartile for ethnic diversity on executive teams are 27% more likely to outperform competitors financially, while companies in the top quartile for gender diversity see 15% higher returns. Fill in the core competencies Regardless of industry, four fundamental areas typically require strong talent from the outset: Product Development: Individuals translating vision into tangible offerings Engineering: Technical talent building robust solutions Marketing/Sales: Team members effectively communicate the value proposition Operations: Systems-oriented people establishing scalable processes The "family stage" (Under 10 employees) Early stages demand versatility over specialization. For early-stage startups, experience alone cannot predict team success. You want people with soft skills like "entrepreneurial passion" and "shared strategic vision." When hiring the first 10 employees, look for: Systems People : Those establishing operational frameworks supporting scalability : Those establishing operational frameworks supporting scalability Product Specialists : Individuals inheriting vision while evolving based on customer feedback : Individuals inheriting vision while evolving based on customer feedback Builders : Engineers, designers and product managers creating solutions : Engineers, designers and product managers creating solutions Growth Specialists: Those identifying and exploiting market opportunities Studies indicate diverse teams deliver 60% better results and make better decisions in 87% of cases compared to homogeneous groups. What qualities to prioritize in early hires Startup environments demand specific traits beyond technical qualifications. One HBR study shows that cognitively diverse teams solve problems up to three times faster than homogeneous groups, highlighting the importance of diverse thinking styles. Adaptability and Growth Mindset. Data shows successful startups often feature teams combining relevant qualifications with adaptability. First-time founders have approximately an 18% success rate, while those previously failing achieve a 20% success rate, which suggests that a failed founder is more likely to bring more experience than a passionate first-time founder. Execution-Focused Mentality. Teams combining diverse perspectives with implementation focus deliver substantially higher performance results. Cultural Alignment. Companies with strong cultural alignment see 2.5 times greater cash flow per employee compared to competitors. Beyond technical skills, finding team members aligned with company values creates foundational strength. Collaborative Disposition. Ethnically diverse startup teams raised significantly more investment capital. Teams featuring complementary thinking styles and collaborative approaches demonstrate markedly stronger problem-solving capabilities due to their ability to adapt. Related: How to Know When to Hire Your First Employee Strategic approaches to finding talent You can reach out or pull people in. The strategy you pick depends on how much time you have at hand. But the easiest way to begin with finding talent is to start with your existing network. Leverage your network – Word-of-mouth recommendations represent the most reliable method for finding initial team members. Connect with: Former colleagues Alumni networks Industry connections Advisor and investor networks See if there's anyone already in your network who has the right set of skills you need for your next hire. Create a Compelling Employer Brand — If you'd rather work towards attracting the right talent, you need to spend time on building a strong brand. Even pre-launch startups can establish attractive brands through: Clear mission and vision articulation Social media culture showcasing (particularly LinkedIn) Industry thought leadership demonstration The idea is to reach people who connect with your vision through social media. Consider Offering Equity — Everyone in your founding team is building the company. And offering equity is an excellent way to attract the kind of people who want to be invested in the company through their efforts over the long term. Related: Ready to Hire Your First Employee? Prep With These 6 Steps Common pitfalls to avoid Despite careful planning, certain hiring mistakes plague startups: Hiring Prematurely : Premature hiring without sufficient runway creates organizational confusion and accelerates cash depletion. : Premature hiring without sufficient runway creates organizational confusion and accelerates cash depletion. Prioritizing Technical Skills Over Values : While technical deficiencies can be addressed through training, fundamental value misalignment creates lasting organizational problems. : While technical deficiencies can be addressed through training, fundamental value misalignment creates lasting organizational problems. Overlooking Diversity : Homogeneous teams limit perspective and innovation potential, making diversity strategically advantageous. : Homogeneous teams limit perspective and innovation potential, making diversity strategically advantageous. Hiring Based on Price Alone: Hiring suboptimal talent based solely on cost considerations can result in decreased productivity and eventual replacement needs. No matter the time and effort you put into hiring, there will always be something left to desire. And for that, you need to create an environment that eliminates as many failure points for the new hire as possible, setting them up for success right from day one.
Washington Post
22-05-2025
- Business
- Washington Post
Miss Manners: Co-worker asks us to chip in for dishes she brings to potluck
Dear Miss Manners: One co-worker likes to host office parties with food-themed potlucks. She will suggest a dish that she will cook and bring to share, such as trays of chicken wings or seafood pasta. Generally a lunch would have eight to 20 people. As she likes to make these meat- or seafood-based dishes, she will then ask for financial contributions to pay for the ingredients and keep her own costs down. Everyone else is welcome to additionally make or bring something to share.
Associated Press
14-05-2025
- Business
- Associated Press
Dreamwinds Announces Innovative Equine-Assisted Leadership & Team Building Programs in Tryon, North Carolina
Dreamwinds introduces transformative leadership and team-building programs in Tryon, North Carolina, offering companies and sports teams a unique, hands-on alternative to traditional team-building exercises. No horse experience required. Tryon, North Carolina, USA, May 14, 2025 -- Introducing Dreamwinds' Groundbreaking Leadership and Team Building Programs in Tryon Dreamwinds is proud to announce the launch of its innovative leadership and team-building programs in Tryon, North Carolina. By harnessing the power of horses, Dreamwinds offers companies, sports teams, and organizations a refreshing alternative to traditional training methods. Through hands-on experiences, participants can enhance leadership skills, improve team dynamics, and foster personal growth—no prior horse experience necessary. Founded by Tracey Evans, a former corporate executive with an MBA and over 20 years of business experience, Dreamwinds has dedicated over a decade to developing programs that combine real-world learning opportunities with unique, transformative activities. These programs enable participants to gain a deeper understanding of their leadership styles, communication strategies, and behaviors, leading to both personal and professional growth. 'We are thrilled to introduce our programs to Tryon, where our stunning natural setting complements the authentic and honest feedback that participants receive from our horses through these activities,' said Tracey Evans, Founder of Dreamwinds. 'Our programs are unlike any in the world. Horses provide honest, immediate feedback that forces reflection and self-improvement in ways no traditional classroom ever could.' A Powerful Alternative to Traditional Leadership Development At the heart of Dreamwinds' leadership and team-building programs is the belief that horses, as non-judgmental beings, provide an unparalleled opportunity for personal and professional growth. Through ground-based activities—where no riding is involved—participants engage with horses in exercises designed to foster authentic leadership, teamwork, and self-awareness. 'Discovering that horses demand the type of leadership that I had always aspired to is what led me to focus on leadership development through horses when I transitioned from my corporate career. They teach you about the impact of your energy, your communication, and your presence—all the things that influence your effectiveness as a leader,' explains Tracey Evans. 'The horse's feedback is instant, honest, and impossible to ignore—making them some of the most effective leadership coaches you'll ever meet.' What Makes Dreamwinds Different from Traditional Programs Dreamwinds' programs stand out by offering a more immersive and impactful form of leadership and team development. Here's what makes Dreamwinds unique: Real-Time, Actionable Feedback: Unlike conventional programs that rely on theory and lengthy discussions, interactions with horses provide immediate, actionable feedback. Leaders and teams can see how their behaviors affect others and adjust accordingly, fostering lasting change in their leadership and teamwork approaches. Experienced, Certified Facilitators: Dreamwinds is led by Tracey Evans, a former corporate executive with an MBA, who brings 20 years of corporate experience to every program. This practical knowledge allows facilitators to connect the horse interactions directly to real-world leadership challenges. Fully Customizable Programs: Whether you're looking for a quick team-building exercise or an immersive leadership retreat, Dreamwinds offers programs that can be tailored to meet the specific needs of any group, from Fortune 500 companies to local sports teams or women's leadership retreats. Proven Success: Dreamwinds boasts a 100% satisfaction rate from hundreds of corporate and organizational clients, including industry giants like Coca-Cola, GSK Pharmaceuticals, and CIBC. This proven track record demonstrates the effectiveness of their transformative approach to leadership development. Client Testimonials: Real-Life Impact Dreamwinds' programs have earned high praise from clients who have experienced firsthand the impact of equine-assisted leadership and team-building exercises. Charlena Gaulin, a VP at CIBC, shared her experience: 'The Dreamwinds' program was transformative. The horses provide immediate, non-judgmental feedback, which helped crystallize our learning in a way that was both personal and powerful. The ROI was not only immediate but sustainable. Even a year later, we still reference the lessons we learned and continue to grow as leaders.' Susan Morrison, a CPA, praised the team-building program for its fun and engaging approach: 'I want to thank you and your team for a wonderful team-building experience. The entire group was impressed by how clear and engaging your program was. We had so much fun that I'm already planning our next event with Dreamwinds!' Expanding Horizons: Corporate, Sports, and Women's Retreats Dreamwinds' programs are designed to cater to various groups, from corporate teams to sports organizations. They offer fresh perspectives on team cohesion and leadership development, helping diverse teams grow in meaningful ways. In addition, Dreamwinds will launch its first Executive Women's Retreat in Fall 2025, focusing on empowering women leaders to cultivate authentic leadership and collaboration in their professional environments. These programs address the evolving needs of today's workforce, providing valuable experiences that resonate with leaders and teams across industries. Dreamwinds: Best Leadership Training in the USA of 2025 In recognition of its outstanding contribution to leadership development, Dreamwinds has been named Best Leadership Training in the USA of 2025 by Best of Best Review. This prestigious award highlights Dreamwinds' groundbreaking approach to leadership training, which combines innovative, equine-assisted methods with years of corporate expertise. Founded by Tracey Evans, Dreamwinds has successfully redefined leadership development by incorporating horses into its hands-on, ground-based training. Horses provide clear, immediate feedback—an element of leadership training that traditional classrooms simply cannot offer. Dreamwinds has worked with industry leaders such as Google, Coca-Cola, and GSK Pharmaceuticals, garnering high satisfaction rates and making a significant impact on both team cohesion and leadership effectiveness. Tracey Evans, reflecting on the honor, shared, 'Horses have taught me more about leadership in minutes than years of corporate training and an MBA ever could. They don't care about your title—they respond to who you truly are, and people listen.' About Dreamwinds Dreamwinds, based in Tryon, North Carolina, is an award-winning Equine-Assisted Learning Centre that empowers individuals and teams through hands-on leadership and team-building programs. Founded by Tracey Evans in 2012, Dreamwinds has earned a reputation for delivering innovative, customizable experiences that promote lasting transformation for organizations around the world. Dreamwinds partners with industry leaders like Google, Cisco, and CIBC and has certified hundreds of EAL facilitators across the globe. Media Contact Tracey Evans Founder, Dreamwinds Contact Info: Name: Tracey Evans Email: Send Email Organization: Dreamwinds Website: Release ID: 89159952 In case of detection of errors, concerns, or irregularities in the content provided in this press release, or if there is a need for a press release takedown, we strongly encourage you to reach out promptly by contacting [email protected] (it is important to note that this email is the authorized channel for such matters, sending multiple emails to multiple addresses does not necessarily help expedite your request). Our efficient team will be at your disposal for immediate assistance within 8 hours – resolving identified issues diligently or guiding you through the removal process. We take great pride in delivering reliable and precise information to our valued readers.
Forbes
06-05-2025
- Business
- Forbes
Trying To Build A Dream Team? Without These Two Factors, You Can't.
I've had the privilege of working with thousands of groups over the years as they try to assemble their dream team. I've run huge organizations with huge teams, and I've run smaller places with fewer than a dozen employees. And it turns out that when building a team, size doesn't matter. You can get it wrong with a handful of staff just as easily as you can get it right with a large one. For many years now, I've been building our team here at Vanderbloemen, where we get paid to help thousands of other teams find their top talent (and build their dream team). The longer I do this, the more I realize that, except for casting vision, building a dream team should absolutely be the leader's priority. I've learned valuable lessons about the right and wrong way to assemble your best team. Most of these lessons I've learned the hard way: by making mistakes. While experience is a powerful teacher, sometimes it's nice to not have to suffer. Take it from me and learn these two fundamentals of teambuilding now, instead of through your own painful and costly experience. 1. Know yourself. And hire the opposite. I am convinced that there may be nothing more important to building a dream team than knowing yourself. Here's why. Plato formed a lot of the basis for how the Western world thinks, but he never wrote anything down. The one thing he did commit to writing? 'Know thyself.' The best thing you can do when building your dream team is know who you are (and who you are not). As a young leader, I had an amazing chance to build out a dream team. I made four critical hires in the first year. All four were talented. All four have gone on to be successful. But all four were a mistake of a hire. Why? They were all like me. I replicated that mistake several more times in hiring farther down the org chart. Then one day, we were all doing personality assessments as a team. When the session leader got to my personality type, most of the other people on the team were right there with me in the same section of the personality map. It was a visual reveal of my big mistake: I hired people that were like me. I didn't take the time to realize what I wasn't good at, and then use that knowledge to build a team that excelled where I was weak. Why not? Probably because at 31 years old I was pretty sure I knew everything. But more fundamentally, I like me. Most of us like ourselves to some extent. And when we see someone like us, we're irrationally drawn toward hiring them. Smart leaders take the time to realize what they're good at, and what they're not good at. And then they build a team full of people that complement their strengths and shore up their weaknesses. We've done this many ways in the last several years, but my current favorite is to have a chart of Patrick Lencinoi's Working Genius plastered on the wall. People's faces are in the sections of their working genius. It's a quick and easy way to see where we have too much of one kind of person and too little of another. Whatever way works best for you, find a way to make sure you're not just hiring yourself. 2. Know your organization. And hire for culture fit. Building a team means building both for the present and for the future. But as my friend John Maxwell says, 'If you're leading and nobody is following, you're not leading. You're just taking a walk.' For a long time, people have talked about the various C's of hiring. Character, competency, chemistry, culture, and many others have been added to the list. For me, it starts and ends with culture. You can teach a new hire skills to succeed in a role. And if you can find a way to teach culture and train it, good for you. Write a book about it. But every expert I've talked to over the years has told me culture fit is something that people either have or don't. When hiring, make sure you understand the culture of your team. Maybe take a look at our assessment for culture to start identifying your team's values. When I wrote the book Culture Wins , we outlined a process for identifying those values. Now almost eight years later, about 10,000 organizations have taken the inventory, followed that roadmap and better understand what their culture is. Knowing your culture gives people a huge lead in hiring. For instance, we value speed of responsiveness as a culture here at Vanderbloemen. There are plenty of super talented people that just don't respond quickly. As skilled as they are, they would be miserable working for us. So make sure you know exactly what your culture is for your team, and then hire around those habits when you're interviewing candidates. And finally, under the culture umbrella, I'd add another C to the list: 'Change tolerance.' This is critical to building for the future. You must understand the change tolerance your organization can take. Have you taken time to study how much change your organization can take at once? It's different for everyone. Only you will be able to judge how much change can happen at the time that you're hiring. Additionally, look at the most successful hires in the history of your organization. See what's worked before. See what it looked like it would work and didn't. Study your organization, where it is, how stressed it currently is, and how prepared it is for a big step in a new direction. That will keep you from hiring a really talented person that brings in too much change at once and wrecks your dream team. Anyone can build a team. But the best leaders build teams upon a foundation of knowledge, both of themselves and their culture. When you have this foundation, you can be confident that your team will be able to see your organization through challenges while growing and thriving for years to come.
