A few days ago, we received this question from a senior manager: “Should I take part in a team building event with my colleagues myself?
The concern was, on the one hand, to know whether the manager’s participation would distort the group dynamic. On the other hand, there was concern about maintaining authority. Imagine him making a fool of himself.
I understand his question. We’ve been there ourselves. The manager who is determined to lead “his” team to victory. The manager who leaves no room for the creativity and contribution of other team members. The manager who is very observant – often to the detriment of his colleagues’ enjoyment. The boss who has difficulty admitting that he is physically weaker than one of his employees.
Fortunately, these stereotypes are the exception rather than the rule.
What is the manager’s role in team building?
The best results in team building are obtained when the manager, on the one hand, values the group moment (team building is a commercial tool) and, on the other hand, sets an example to encourage the most reticent colleagues to get involved in the group dynamic.
Should the manager now take part in the team event?
As an events agency, we don’t have a ready-made answer to this question, because the answer depends on the management style.
For example, there is a big difference between the manager who is highly hierarchical and derives his legitimacy from his official title or the size of his office, and the manager who adopts a participative approach and sees himself as part of his team.
We’re curious to hear about your experiences.