Team Building Facilitators (Philippines)

We Help You Develop High Impact Teams

Team building facilitators help corporate teams define and clarify challenges, design and develop learning experiences using problem-solving tools and team plays, and come up with solutions to improve relationship, improve performance, and accelerate organization success.

We conduct team building facilitation all over the Philippines.

Our address:
214-215, Commercenter, E Asia Dr, Alabang, Muntinlupa, 1781 Metro Manila

We are professional team building facilitators in the Philippines. We facilitate team plays for results.

Work with trusted team building facilitators in the Philippines. Hold team building programs that really work. We don’t just make you play contests, we use collaborative, creative, and appreciative games and activities that make people switch attitudes and learn new behaviors vital to team success.

Yes, work with team building facilitators who can help you build successful teams. This is a bold invitation to zag while all the others are zigging.

This page intends to show you our philosophy and practices when it comes to facilitating team building. This is our way of ensuring that we serve the right market. Managers who only want to purchase “team building” packages and are not serious about team building will also benefit because they’ll learn that fun and focused learning can go together. Why not explore our team building workshops below?

Team Building Workshops

Team building workshops are designed to achieve your desired team objectives. We use collaborative games, learning sessions, and gamified activities to ensure maximum learning and participant engagement.

You may explore the team building workshops below. And when you need our help, contact us so you get started soon.

Explore these team building workshops so you can get an idea on how you can make your next team building program relevant and engaging. To learn more about team building, go to Team Building Education. To contact us, use the form below.

Team Building Essentials

Team Building Challenges

Today’s workplace faces many problems. Many employees are disengaged; they are too busy coping with stress and deadlines that they don’t have time to plan for team building exercises that improve performance.

Too many things keep falling the cracks.

One department head won’t cooperate with another. Managers find themselves spending huge amount of time mediating subordinate disputes. Such symptoms often lead prudent managers to realize that it’s time to hold another team building exercises.

Unfortunately, one-size fits-all team building packages can’t help you. Because team building isn’t an event or a series of activities.

It is the responsibility of team leaders to build teams everyday. A team building event cannot make organizational problems disappear.

In fact, most team building programs that many of us have experienced can only provide away-from-work intramural experiences.

However, well-planned and excellently-executed team building experiences can provide your team many benefits.

Wise managers hire professional team building facilitators because team building experiences go beyond playing games and building rapport. Team building experiences that work increase engagement, improves productivity, strengthen culture, delight customers, and accelerate corporate growth.

Back to Top | Contact Us

3 Main Purposes of Team Building

Team building is not an event, a collection of games, or an intellectual concept.

Team building initiatives fail when organizers focus on rituals but ignore reasons, when they are obsessed with activities and ignore applications, when they think of games and forget goals.

You do not build the team the same way.

You can do that with machines, but not with people.

Those who use cookie-cutter approach to team building do not understand the purposes of team building.

Personal Development

The first purpose is individual development.

When professionals apply for jobs, they look forward to the opportunities to shine, to be on top, to be above others. They have their dreams and aspirations long before they join teams. They hold values which are likely different from each other.

Team building initiatives must speed up individual and professional growth.

Many team building programs emphasize that there is no “I” in teamwork. That is very wrong.

Team building is not defined by how a word is spelled. Individuals should not disappear in a team. In five star teams, team members become stars.

Give attention to their career growth.

Provide them coaches and mentors.

Help them achieve their personal dreams.

Allow  achievers to start their own teams rather than keeping them to a team where there is no space for them to grow.


The second purpose is relationship building.

Experiences have shown that grouping together high performing individuals do not make high performing teams. Oftentimes, the product is less than the sum of its parts.

High performing individuals do not perform well when they work with people they do not trust and respect.

They do not share knowledge and information to others who are threats to their success.

They do not give their best shot when they know that others, not they, would be rewarded for their achievements.

Team building must build the relationship of people. It must convince members that each one plays an important role and they must complement each other.

You must demonstrate that by helping each other, one works with the team can do more than working alone.

You must give attention to team competencies that build relationships.

These are interpersonal communication, diversity, and participative leadership.

You must also consider team attitudes like accountability, responsibility, respect, and trust.

Corporate growth.

The third purpose is corporate goal achievement.

A team is created to achieve a goal. Team building increases their chances to succeed.

Team building programs run for the sake of fun aren’t funny.

Teams building exercises that emphasize the value of teamwork but do not contribute to the achievement of team goals waste time, money, energy, and opportunities.

Make your team building simple and powerful.

Back to Top | Contact Us

8 Benefits of Team Building

High performance teams get things done better and make things happen. Although most team building efforts are geared towards building stronger relationship, the real purpose of team building is to help a team fulfill its purpose.

Yes, the first measure of a successful team is its ability to deliver what it is created for. You will find below some of the benefits of team building experiences to your teams.

1. Bring people together.

Businesses are moving away from competitive work environments to cooperative and collaborative workplaces. Undertaking regular collaborative (instead of combative) team building activities can bring people to creatively solve problems together.

While some people see team building as “nice break” from work, team building exercises have more important purposes for the organization: it develop the team knowledge and skills of your employees. Team building activities designed to meet the purposes and objectives of your organization is the real team building.

2. Improve team productivity.

Hold team building exercises to improve productivity of individuals and teams. Team building exercises can be used to create the opportunity to identify ways to improve three Ps ((policies, processes and procedures) that can affect productivity.

Using games and design thinking tools, our team building exercises encourage employees to learn to work together more effectively, reduce duplication of effort so they can work more efficiently, and focus on activities that really matter.

Do you know that you can use team building exercises so your teams can learn how to handle workplace stress and improve time management?

Teams with unengaged and unproductive members don’t get the job done. Build your teams with us. Go beyond playing games and aim for improvement in team performance and relationship.

3. Energize employee engagement.

The team building exercises we design for clients not only help improve team skills, it also improves team motivation.

This is because the experiential activities we provide increase employees confidence in individual and team accountability. We use positive behavioral psychology and gamification so your team become more involved in their personal and professional growth.

4. Strengthen each member’s sense of personal accountability.

Most people shun accountability because the word appears in conversation mostly when people are looking for someone to blame. Properly designed activities can change mindset and behavior. Through fun, safe, and engaging team building games, employees experience how to move from indifference to sense of ownership, finding solutions, and making things happen.

Accountability can be learned through games. Accountability is a skill that can be acquired in team through able facilitation and mentorship. Through group dynamics, you’ll discover how people can change their questions so they can find the best answers, and then 10X their results.

5. Encourage creativity, innovation, and design thinking.

The team building exercises we use encourage people to re-discover their inner creative person. During these activities, you will see them smiling and growing in confidence.

Your organization needs creative and innovative people. You need people with diverse perspectives and expertise in order to “cross-pollinate” the organization with ideas. Our team building exercises help people use their imagination so they can come up with creative solutions — and cultivate that creativity in the workplace.

6. Build open and honest communication.

The most obvious result of our team building exercises is improved communication. Our enjoyable, fun activities enable employees to know each other, create better understanding of each others values and break down walls of mistrust. These exercises let them appreciate their similarities and respect their differences.

I have conducted team building programs, through games, that help participants navigate across cultures. To improve team performance, team members must learn how to celebrate diversity.

7. Liberate champion sales teams.

Every year, sales organization try to motivate people through team building. Smart managers know that team building can go beyond motivation. Team building exercises can actually help your team members learn how to sell, negotiate, and keep clients.

Your team can gain new knowledge on how to sell through sales training. But team building exercises, being experiential, can help people develop champion selling skills. Sales rallies often fail to enjoy the benefits that excellent team building can offer to improve performance.

8. Provide a venue for designing wow! customer experiences.

Yes. Because customer experience is a team effort. We use gamification and design thinking to help your team develop common vocabulary in creating customer experiences.

Most customer service training fail because they are based on individual efforts to serve the customers need. Teams who care enough about customers plan and execute experiences that delight customers. You can increase customer loyalty through fun and creative team building exercises.

Back to Top | Contact Us

Harmful Team Building Mistakes

Most team building events in the Philippines waste time, money, energy, and opportunities. This is because many companies in the Philippines do team building the wrong way. A lot of team building events are nothing but artificial and often meaningless competitions where teams are pitted against each other.

If you are here because you are looking for team building providers who can provide you packages of team building games and activities, you cannot find packages here. Get the help of events organizers because they can help you.

But please stay some minutes more.

Because I will tell you why most team building initiatives in the Philippines do not work and what you can do instead.

Most competitive games don’t build teams.

Think about this.

Companies today want their employees to communicate better, to cooperate and collaborate more, to work well in teams, to share best practices, to respect each other and commit to work to achieve success together.

This is why it is absolute nonsense to send employees on team building events to forget about work and compete against each other.

How can you make them collaborate at work when you make them play games that teach them to beat each other no matter what?

How can a team building event where winners poke fun at losers — and where losers accused winners of cheating — or question facilitators neutrality or clarity of instruction be effective?

Would you tolerate cheating/ blaming culture in your organization?

Of course, one can argue that in smaller teams, members learn how to strategize and find ways to win — against other teams.

But that’s precisely the problem. Infighting WILL NOT make all your small teams united under one company.

They’ll focus on games, not on goals.

They’ll remember how they were cheated.

They’ll remember how one of their team members made them lose.

They’ll remember that teamwork wasn’t enough to win games because even losing teams had teamwork.

But they’ll forget the purpose of you paying facilitators so you can build teams.

Back to Top | Contact Us

Team Building 101

What is a team?

A team is a group of people who are mutually dependent on one another to achieve a common goal.

An effective team function well together.

To achieve this, each team member must be able to achieve both personal and team goals. This ensures commitment and accountability. Team members must develop mutual respect and keep open and honest communication.

And more importantly, there is synergy. Each member of the team can produce more when they work together than when they work separate and independent of each other.

What are team building facilitators?

Team building facilitator help team members understand their common objectives. they guide teams in planning how to achieve those objectives. In this sense, team building facilitators are “neutral” and do not take particular position in discussion.

Professional team building facilitators have deep understanding of team dynamics and processes. The offer tools that teams can use to develop strategies and to execute plans.

Professional team building facilitators personalize experiences in enabling teams to achieve goals.

Excellent facilitators can help participants simplify complex problems.
Some facilitators are subject matter experts, trainers, and speakers too. However, when facilitating team building exercises, the facilitator’s primary role is not to inject knowledge or develop new skills but to guide team members so they can solve their challenges.

Not everyone who offers team building programs are facilitators. Some are events organizers, game masters, and training vendors. It is very important that you get the right persons who can help you build your teams.

Why get team building facilitators of Business Innovation?

Facilitators of Business Innovation are professional team building facilitators who work with organizations, both private and public, to develop high impact teams.

Some are experts in facilitating outdoor, adventure type team building programs. They design and run competency-based programs which are fun-filled, goal-oriented, friendly, and safe. They facilitate small groups of twenty to corporate-wide sales rallies of 800 people.

Some facilitators are experts in facilitating executive retreats. We combine indoor and outdoor activities for executive retreats.

Companies usually have executive retreats for strategic planning, change management, culture building, creativity and innovation sessions, and team leadership.

Jef Menguin heads this group of professional team building facilitators in the Philippines.

Back to Top | Contact Us

Team Building Games and Team Plays

You too can facilitate team building the right way.

Accidental facilitators are those who are tasked by their bosses to facilitate team building for the first time. Here are facilitation tips and team plays that may help you do well. There is more to team building facilitation, however following these tips will get you ahead of many team building providers who just make people play games.

Step 1. Select an activity that’s good for your team.

The best team-building activity can become the worst team-building experience when there is no clear objective. Why spend the time, effort, and money on an activity if you can’t identify the business reason or team benefit you expect as a result? If all you want is to have some fun and kill some time, play a parlor game and enjoy.

But if you want to improve your team’s effectiveness, you need to select an activity that will give you your desired results!

Start with a clear objective in mind. What, specifically, do you want your team to learn or accomplish? Think about it.

Your goal should be:
➤ Attainable by your team.
➤ Relevant and applicable to where they are as a team right now.
➤ Something that will be reinforced long after this activity.

Plan on this activity being one of many small steps your team will start taking now. Remember, an effective team is built primarily on trust. Trust, and thus team-building, can rarely be accomplished in one giant leap.

Match your goal to the activity that will best help you get the results you want.

Step 2. Before: Prepare for your team-building activity.

You want to make sure you are ready for everyone to have a great learning experience. Fifteen minutes of planning and preparation ahead of time may not guarantee success, but it will certainly help you prevent disaster. Your activity will be most effective if you go into it feeling competent and confident.

Read through the entire activity several times. Make sure you are clear on what is to happen and when, why, and how. Visualize that activity happening successfully.

Obtain all necessary materials. Check the materials to make sure they will work well for the activity. For example, see that the dates on the pennies are legible, test the markers for any that have dried out, make sure there are no cards missing from the deck, and so forth. Assume nothing! Always have a few extras on hand, just in case.

Practice what you are going to say when you start the activity with your team. The best way to do this is to explain the activity to a friend or colleague. If he or she doesn’t understand you, figure out a way to explain things more clearly until he or she does.

If the activity requires you to have a role (card dealer, judge, moderator, etc.), practice your comments or actions. This will help you feel less nervous during the activity. It will also free your mind to focus on more important things (the participants’ reactions, the participants’ learning, your own observations, etc.) during the activity.

Set up the room. Make sure the tables, chairs, flipcharts, and/or other items are placed so that they contribute to the activity’s success. A classroom style row of chairs is usually the least conducive to team-building activities. Better choices include a large circle, a “U” shape, or small table groups (several individuals gathered around each table). Any specific setup information required for an activity is noted within that activity.

If the activity’s rules or steps are lengthy, write them ahead of time, and post them on the wall so everyone can see them throughout the activity.

Anticipate potential problems. Visualize the activity with your team, in your location. Ask yourself what could go wrong. Take action to prevent those problems from occurring and/or plan the corrective actions you can take if they do occur.

Step 3. (During): Explain the activity to the team.

A 1-minute introduction can make all the difference in setting your team up for success! People engage better when they know why they are doing something. They also participate better when they understand all the rules up front, and when they are clear on exactly what is expected of them.

Set the mood. Welcome the team with enthusiasm and optimism. Team-building is fun! Convey this right away. You don’t have to be a cheerleader; even a smile or a warm comment will let your team know they are in for a great time.

Explain what the activity is. Give a very brief overview of what you have planned, so the team can start getting interested and excited.

Explain why you are doing this particular activity. Share with the team what you hope to accomplish in the next 15 minutes. The more they see purpose to the activity, the more likely they will participate and learn what you want them to learn.

For a few activities, however, you would ruin their impact by sharing the objective up front. In those cases, tell them there is an objective that will become clear to them in a few minutes. Make sure that objective is called out during the Debrief (the discussion that is held immediately after the activity).

Explain the activity’s rules or steps. Don’t be afraid to read from notes, or even have them posted on the wall. Speak slowly, and pause after each one. Remember, they haven’t had time to read and reread the activity like you have. It’s usually easier to explain the activity all at once before responding to any questions from the team.

Have the team move through the activity’s steps as you explain them.

For example, if the first step of an activity is to divide the group into smaller teams, have them actually do that before you tell them the next step.

A NOTE ON TEAM SIZE: Most activities will not be ruined if smaller groups are not exactly the same size. If the correct size is critical, the odd participant or two could be assigned the role of “Observer.” The Observer role is to quietly watch the others participate. During the Debrief, the Observer shares his or her unique observations.

A NOTE ON PAIRING UP: When an activity requires the participants to pair up, use your own participation to even things out. Participate if the number is odd; observe if it is even.

Distribute the materials after you’ve fully explained the activity.

Otherwise, you risk people getting distracted by them and missing key points. Distribute the materials before the explanation only if you have found that the materials help people understand things better.

Step 4. During: Check for understanding before beginning.

People often hesitate to ask for help when they are confused. You can clarify misunderstandings with patience and some simple review questions. You can keep competition from getting out of hand by laying down a few ground rules, but they must be agreed upon up front.

Make sure your team understands the activity. Asking “Do you understand?” is the least effective way to check this (who wants to answer “No” in front of the group?). “Do you have any questions?” is a little better. “What questions do you have?” is even better.

However, the best way to check their understanding is to ask questions that force the team to review the steps or rules of the activity.

For example, “How many minutes do you have to complete this?” or “What happens if one of your balloons pops?”

When the activity will result in one or more winners, make sure everyone is clear on what criteria will be used to determine who wins.

Then, ask a review question such as “How exactly does someone win?”

If ties need to be broken, explain how that will be done.

Declare up front that you are the final judge on all disagreements
about who wins. You don’t want the team to argue about who won and lose sight of the real purpose of the activity.

When you are confident everyone understands the activity and is ready to go, ask one last time, “What remaining questions do you have before we start?”

Step 5. During: Run the activity.

Letting the team go through the activity, and possibly even fail, may be difficult for you to let happen. Remember, the activity is a low-risk alternative to letting the participants learn from failures on the job!

People learn and retain better when they experience lessons, rather than when they just hear them. Sit back, observe, and let your team experience.

Once they begin the activity, see that they are following the steps or rules. You want them to at least get started down the path to success.

Hold off on correction for just a moment, though. They may check themselves. If not, gently bring them back to task.

Encourage and support them all. Especially thank anyone who goes first in an activity. Being first is a scary situation for many. It takes courage to go first and risk embarrassment or failure.

Make yourself available to clarify steps or redirect the team. If appropriate, walk around quietly and watch for opportunities to help the team succeed. Be careful not to do their task for them, though.

Throughout the activity, watch for things you will want to bring
up later during the Debrief. It is OK to jot down a note or two to

If the activity is timed, watch the clock, and give a “time check” occasionally. For example, “Time check: you have 2 minutes left.”

Don’t stop the activity unless it really runs amuck. Otherwise, let it run its course. There will be plenty of opportunity to comment on lessons learned during the Debrief.

Step 6. During: Debrief the activity.

The Debrief is the most critical part of the team-building activity.
It is the time when effective questions will guide the participants to link what they experienced in the activity with their behavior on the job.

If this step is skipped or glossed over, most of the impact of the activity will be lost in a matter of days. If you do the Debrief well, the lessons learned during the activity will stay with the team indefinitely.

Try not to evaluate or critique any answer; just nod and accept each one as you listen to it. The questions for each activity should lead the team to the conclusions you want them to reach without you having to spell it out for them.

It is fine to read the questions from notes. Stop talking, silently read the question, look back at the team, and then ask the question. The few seconds of silence while you read are less noticeable and less offensive to the group than if you read the question aloud while looking at it.

Also, making eye contact while you ask the question is more likely to result in responses than if you do it the other way.

Another way to ask the questions is to write them on index cards beforehand. Pass the index cards out, and ask the participants to take turns reading the questions and soliciting responses.

Try not to call on anyone by name unless you have to. Be comfortable with the silence. Once you have asked a question, stop talking and slowly count to 10 in your head. The silence may feel like an eternity to you, but it feels just as long to the group. Eventually someone will answer! Remember, they have never heard the question before, so it may take a few seconds to formulate a response.

Watch for heads nodding, smiles, and other indications that they agree with what is being said by others. Not everyone has to respond to every question for the entire group to learn. If you see reactions that suggest disagreement, ask, “Does anyone disagree?” or “What about an opposing view?” Call on the one disagreeing only as a last resort.

Repeat or quickly summarize each response offered.

If anyone gives an off-the-wall response or one that is just plain wrong, ask the group how they feel about it rather than correcting someone.

This technique will keep it “safe” for all participants to continue answering questions without fear of a reprimand from you.

Even if the activity did not go quite as well as planned, most participants probably learned something. No matter what happened, you can always ask if the group has ever seen anything like this happen back on the job. Ask what can be learned from this experience. The answers may include what can be improved for future team-building activities!

Step 7. After: Reinforce the learning back on the job.

With your help, the activity can continue teaching the participants long after it is over. Reminding participants of the activity and keeping the lessons learned alive will extend its impact. Keep your team focused on behaviors that support the kind of team you are trying to build.

Display anything the team created for the activity back in the workplace. Each time they see that sculpture, flipchart, or cardboard structure, they will be reminded of what they did, how it made them feel, and what it taught them.

If any new terms or special words came up during the activity, use them frequently. Like the visual items mentioned above, these words will prompt a recall of what happened and what they learned.

Refer to the activity and the lessons learned often when you are
coaching, giving feedback, or conducting staff meetings. Look for examples of people exhibiting good team behavior related to the activity, and call it out for them and others to see.

If the activity was a huge success, you may want to repeat it soon.

Plan follow-up activities that will reinforce, emphasize, and build upon what was learned this time.

Watch for examples of how the participants used what was learned in the activity and got better results. If you can quantify how their actions are benefiting the organization, call it out for them and others as evidence of success.

Ask participants in your next staff meeting to share what impact the activity has had on them. If you are in remote locations, use e-mail, electronic bulletin boards, and so forth to keep the learning alive.

(This guide was lifted from Quick Team Building Activities for Busy Managers)

Back to Top | Contact Us

Almost all group sports promote teamwork. But you must be very careful in choosing your group sports for team games. Because how you win the game, not just how you build the team, is a metaphor of how you want people to achieve corporate goals.

You do not want a divided workplace. But every time you choose games that make one team winners and another team losers, you are practically aiming for at least half of your team to become losers — and when you process the result of the games, you cannot simply say that one team did not win because their members have less teamwork.

To be number 1 in your industry, you do not have to kill your competitors.

To be number 1, you have to delight your customers that they will choose you every time. You do not set your eyes on your competitors all the time. You set your eyes on your customers and communicate constantly with your team members to deliver excellent service as a team.

You can choose games that will show them how they can be quick and reliable in serving customers, not in killing competitors. In real life, you will not die when you make mistakes. You can use your mistakes to enhance your skills and serve your customers better.

If you have teams like customer support, marketing, production, and operations, you will miss team building a hundred miles by choosing team games that make other team members losers. There are better alternatives to killing each other in a game.

All can win.

Jef Menguin

Back to Top | Contact Us

The Game of Possibilities

Time: 5–6 minutes

Purpose: To stimulate conversation, ideas, and laughter

• Small groups
• This can be done with one group or multiple groups
at the same time.

Materials needed: Cloth napkins
• Give a napkin to each group of five to ten participants.
• One person at a time stands and demonstrates a use of that napkin.


  1. Person demonstrating cannot speak
  2. Must stand while demonstrating
  3. Demonstration must be original

Desired outcome: Participants experience the infinite ways to use a napkin and translate this to the infinite ways to solve problems, use resources, motivate a team, etc.

The Team Vision Board

A Vision Board is an effective tool for defining your dreams and goals, and for keeping motivated to work toward them. In this exercise, participants create a group Vision Board to define collective goals over the medium term.

This exercise helps to strengthen your team’s planning skills, as it gets members to think carefully about what they’d like to achieve during the next 12 months.

People and Materials
• Any size group works well with this exercise.
• Laptops and a printer.
• Display board.
• Scissors and glue.
• A flip chart and marker pens.

• Around 30-40 minutes.


  1. Write down the organization’s or team’s Mission and Vision Statement for the group to consider when setting its goals.
  2. Give your team 10 minutes to talk about what it would like to achieve in the next 12 months. This can include “hard” goals, like hitting a specific sales target, or “soft” goals, such as communicating better as a group. Write them on the flip chart.
  3. Now, ask people to search the Web for images or words and print them out. Instruct your team to cut out images or words that represent its objectives for the coming year.
  4. Instruct the group to make the images and words into a collage.

Advice for the Facilitator.
As you talk to your team about its goals, use Management by Objectives to make sure they align with those of your organization.

The Incomplete Jigsaw Puzzle

In this activity, each team must assemble a jigsaw puzzle, and find pieces that are missing by liaising with the other groups.

This exercise was originally published in Brian Cole Miller’s book, “Quick Team-Building Exercises for Busy Managers.”

The exercise shows the importance of cooperation and teamwork, even when there appears to be an element of competition. It helps encourage team members think about how they rely on their colleagues in the workplace.

People and Materials
• Enough people for at least two teams of three to six members.
• One children’s jigsaw, containing between 20 and 50 pieces, for each team.

• Approximately 20 minutes.


  1. Before the activity, take the puzzles out of their boxes, and put each one in its own bag. Take three pieces out of each jigsaw and distribute them among the other bags.
  2. Once you’ve assembled your team members, ask them to get into groups of between three and six.
  3. Give each team a jigsaw puzzle bag. You shouldn’t say that you’ve removed any pieces.
  4. Instruct the teams that they have 10 minutes to put together their jigsaws.

Common Values

In this activity, your team members have to lay out some ground rules for working productively and positively together.

This activity originally appeared in the book, “The Big Book of Leadership Games,” by Vasudha Deming.

The Common Values exercise can be used at the beginning of any group session to promote teamwork and trust, remind people of their common values, and help strengthen communication skills.

People and Materials
• Any size group works well for this exercise.
• Flip chart.
• Marker pens.

• Around 10-15 minutes.


  1. Explain to your group that the purpose of this activity is to decide on some guidelines that reflect the collective values of the team. Once these are agreed, members will be expected show these in this, and subsequent, group sessions.
  2. Ask participants to get into groups of three or four. Tell them they have around five minutes to talk through the rules that they agree they should all adhere to. For example, they should treat each other with respect, meet deadlines, and keep promises.
  3. Once the time is up, go around the groups and write their rules on theflip chart.

Advice for the Facilitator
The success of any group session (whether it’s a team meeting, a training session, or just an everyday situation) often depends on people agreeing and adhering to guidelines. This is why it is important to discuss the team’s expectations upfront.

Once you have your list of expectations, ask your team to explore the benefits of each one. For instance, for the expectation “getting everyone to contribute,” a benefit is that everyone will feel involved and will likely adhere to the guidelines.

You could also discuss the implications of people not following the rules, and the effect this would have on the team’s morale and productivity. Once you’ve all discussed the expectations, ask your team to group these together into common themes or values, and identify its top five. You can write these up on a flip chart the next time it convenes, to remind everyone of what they agreed.

Back to Top | Contact Us

Business Innovation Difference

Business Innovation Talent Development delivers rigorous, engaging, and value-added content that benefits leaders and their organizations.

When typical training providers are zigging, BITD zags. We don’t just design our programs based on instructional design as most providers do. BITD designs leadership programs as learning experiences and we employ the tools of Design Thinking and Appreciative Inquiry.

We use Active Learning and Gamestorming team plays to ensure that all learning sessions are engaging, learner-centered, and game-changing.

Team building facilitators

Enjoy the services of our team building facilitators in the Philippines. We train our facilitators during our team building bootcamps, and certify them based on their ability to design and deliver high impact team building workshops.

Get in touch!

Please provide the details of your team building. We need to know your objectives, the number of participants, the behaviors and mindsets you want to change.

[ninja_forms id=1]
Scroll to Top