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The prerequisites of a good team cohesion

Introduction to team cohesion

 

How can we better understand the other? Seek to make everyone feel good? So many questions that many of us asked ourselves when we had to work as a team. This is why, today, collective coaching, training and seminars, such as team-building, are booming and are increasingly popular with companies.

What can we do to ensure good team cohesion? For which results?

Understand the demand and define the objectives

 

First, think about why you want to ensure good cohesion within your team. As a result, the objective will become quite clear.

 

Our advice:

 

– Define the expected operational result of this group coaching (what should this seminar/training be used for?)

– The reasons (Why was this team building set up?). What are the existing obstacles to overcome for this coaching?

– Use tools that are known to the participants during the seminar (To create a link between the trainings they are going to attend)

 

The choice of tools during the seminar/training

 

In training, the combination of a tool and fun activities remains a sure value for success in establishing good team cohesion.

There are several tools used in collective coaching. One of the most commonly used methods to assess team cohesion is Belbin’s method. The tool categorises the different profiles into 9 roles that provide an overview of the team’s strengths and qualities and knowledge of what could be improved. This makes it possible to make relevant readjustments in order to make everyone aware of their role and what they can contribute to their team, and therefore to the company.

Then, it is necessary to define how each employee can contribute to improving the performance of the team.

The factor of individual questioning and motivation is therefore essential. Without the awareness of the individual, of his importance within his team, a member has little chance of integrating and correctly completing the bets allocated to him.

 

This involvement requires good management and communication practices. It is essential to motivate employees through social dialogue. As Abraham Maslow says, every individual has the vocation to achieve fulfilment in his private and professional life. It is therefore by limiting conflicts and facilitating dialogue that we contribute to the well-being of the employee, who will only be more invested and motivated. The involvement and development of each member is essential to team cohesion.

 

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