Team building is an OD technique designed to help work groups operate more effectively. Team building is used as a means of helping new or existing groups that are in need of improving effectiveness. The goals of team-building programs will vary considerably, depending on the group needs and the change agent’s skills. Some of the typical goals are:

To clarify the objectives of the team and the responsibilities of each team member. To identify problems preventing the team from accomplishing its objectives. To develop open, honest working relationships based on trust and an understanding of group members. The team-building agendas vary with team needs and the change agent’s skills. Typical agenda topics include the following items:

Climate building. The program begins with the change agent trying to develop a climate of trust, support, and openness. He or she discusses the program’s purpose and objectives. Team members learn more about each other and share what they would like to accomplish in the session.

Process and structure evaluation. The team evaluates the strengths and weaknesses of its process (team dynamics). The team explores and selects ideal norms. Problem identification. The team identifies its strengths, then its weaknesses or areas where improvement is possible. The team first lists several areas where improvement is possible. Then it prioritizes them by importance in helping the team improve performance.

Problem solving. The team takes the top priority and develops a solution. It then moves to the second priority, followed by the third, the fourth, and so on. Training. Team building often includes some form of training that addresses the problem(s) facing the group. Closure. The program ends by summarizing what has been accomplished. Follow-up responsibility is assigned. Team members commit to improving performance.