Teambuilding Workshop with Spanish mutlinational


This case study is based in a 2-day teambuilding workshop, done with a multinational company based in Spain, the participants were all managers from one of the main retail shops that the company has in the North of Spain.


The main challenge of this TEAMBUILDING was to work in the integration, between veteran employees that had been in the company many years and helped it to develop from its early stages, and the new and younger managers that were starting their career in the company. 

The company at the time was in a full growth process, shifting from a middle size retail shop to one of the biggest retail shops in Spain in their sector. 

All my teambuilding’s have a balanced mix of games, initiatives, creative thinking and brainstorming, and some have a main activity that invites the team to bring together their capacities, in this teambuilding the main activity on the second day was climbing.

The main objectives identified by the team during our needs assessment where:

General Objective:

To build a team where the new and younger managers where fully integrated.

Specific objectives:

  • Development of the skills of each member of the team, related to team work and decision making.
  • Active listening between veterans and the new and younger managers of the company.
  • Develop a more open and integrative relation and communication within both groups the veterans and most experienced managers and the young managers.
  • Breaking barriers. (age, cultural, experience)
  • Develop more humility.
  • Develop better communication, communicate without fear.


During a teambuilding workshop, there are multiple different stages a team goes through.  As Bruce Tuckman well describes, this stages are Forming, Storming, Norming, Performing and Adjusting.

My main job as a facilitator on this project was focused in helping the team to discover the main tools, attitudes, competencies, behaviours that would help them to achieve this general and specific goals.

At the beginning, there was chaos and the rush to plan and do, some good ideas aroused, but also situations where imposition prevailed more than the consensus. It became evident that individual ideas were not given enough attention.

From the first initiatives, the team was quickly aware of the need for change. And this change had a lot to do with learning how to listen.

The roadmap

Creating an effective road map that guides you through the teambuilding is essential, taking into account the objectives the group identified we decided to approach our teambuilding workshop following this roadmap:

  1. Current situation of each team (veteran managers  and new managers) following the Drexler/Sibbet stage model. 
  2. Contributions from each group, what are the personal contributions of each team member to achieve integration?
  3. Redefinition of objectives. Reviewing our teambuilding objectives, we feel comfortable working on these objectives, we identify them as important, do we want to add some more. 
  4. Development of the vision, what vision does the team have of its future project?
  5. Defining the mission. Every member of the team needs to move and commit to the action and make things happen. 


The team identified new objectives to follow up during the next months:

As general Objective for the team:

  • Essential cohesion of both teams to add one.

As Personal objectives:

  • Communicate without fear.
  • Listen without prejudice.
  • Live the values ​​of the company.
  • Share to enrich.
  • Action.

New ideas:

• Develop retro-planing.

Main learnings that the team identified during the teambuilding where:

  • Welcome new ideas.
  • Humility.
  • Listen out.
  • Fluid communication.
  • Welcome your ideas.
  • Planning, day to day, week to week and month to month of work.
  • Collaboration and help.
  • Enthusiasm.
  • Positive vision, for optimal accomplishment of the task.
  • Carry out a communication system action plan between teams.
  • Transmit know-how, help you in your task.
  • Follow the advice.
  • Contribute with my experience.
  • Create an adequate climate for professional and personal development.

The future vision of the team would be inspired by the following aspects identified during the teambuilding process:

  • Customer Support.
  • Impeccable Service
  • Clear View.
  • Proactivity
  • Professionalism
  • Constant Training.
  • Be prepared to give solutions and satisfy the customer.

Taking into consideration the vision the team created its mission statement to integrated into their team action plan.


Robert Brown

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