Team building is often met with skepticism and reluctance, mainly because traditional approaches fail to address the specific needs and dynamics of each team. The days of generic ropes courses and trust falls are over, replaced by tailored programs designed to enhance skills, foster relationships, and achieve tangible outcomes. At On Purpose Adventures, we understand that effective team building requires a purposeful approach that goes beyond mere togetherness. Here's a how-to guide on customizing team-building activities to meet your team's unique needs and objectives.

Uh-oh. A mistake has been made. The director of marketing starts looking around the boardroom for which employee they will blame. They couldn't possibly walk into a meeting with the CEO and take full ownership of this error.... Or could they?

If you haven't read Extreme Ownership: How U.S. Navy SEALs Lead and Win by Jocko Willink and Leif Babin, I highly recommend you check it out. The book is written by two U.S. Navy SEAL officers who led the most highly decorated special forces unity of the Iraq War.

Extreme Ownership emphasizes taking full responsibility for one's actions and decisions, both individually and as part of a team. By adopting an "extreme ownership" mindset, readers learn how to proactively tackle challenges and drive positive outcomes.

How do you know when it's time to throw in the towel?

When should you pivot or start over?

The motivational quote on the break room wall says to never give up.

But the CEO dissolved five businesses before she discovered her million-dollar idea.

The journey is rarely a straight line from idea to success. It's often a winding road filled with twists, turns, and unexpected obstacles.

One of the toughest challenges entrepreneurs face is knowing when to pivot, evolve, or even throw in the towel entirely.

In the third quarter of 2022, On Purpose Adventuresbrought on Beth Beutler to operate our office and oversee the integration of project/event management software. Her work has increased efficiencies and communication with our clients to remove the pressure of event planning from the assistant, planning committee, or business manager who would prefer to focus on the many other things on their plates.

Beth has been instrumental in helping remove internal operations tasks from my to-do-list which allows me to focus on creating the experiences that challenge people to grow.

Read on to learn more about Beth and how she's become the "point person" for our organization!

Have you noticed that people at your organization have different temperaments?

Of course you have. Personalities range drastically from loud and attention seeking to meek and wallflower. There's the person holding court at the water cooler as a stand up comedian. There's the employee with a few close friends at work who they really open up to but otherwise they don't say much. There's the person who comes in to work, clocks out at five on the dot, and wants no communication with any co-workers during their time off.

Every employee is different, therefore, it's important that team building and team bonding take into account these differing behaviors.

Sara Chuluda brings something different to our On Purpose Adventures team. Stemming from her background in pure mathematics and 5 years of working for an Aerospace Department of Defense contractor, Sara has an analytical brain and is attentive to detail.

This is a great balance to our founder's shoot first and aim later mindset. Through Sara's behavioral differences from Ben-Jamin Toy, she has made him a better leader. Sara has done an incredible job of refining our processes and thinking through content and typos. She has been a great asset to our Yellow Camo Crew.

We have this idea that work is a monotonous, daily drag - a place we must be at Monday through Friday. We sit in a cubicle, typing away while staring at a screen for eight hours a day. We visit the water cooler or break room for a brief 5-minute respite, a chance to relax our eyes and take a deep breath before returning to our dreaded assignments.

It doesn't have to be this way. Organizations are transforming the appearance, ambiance, and atmosphere of their offices. They recognize that engaging colors are more effective than plain white concrete walls, that office temperature plays a role, and that the sound of laughter in the halls doesn't indicate a lack of productivity; it simply means employees are enjoying their time at the office.

Isn't that a good thing?

What sets exceptional companies apart? A shared understanding that developing their workforce is the ultimate competitive advantage.

Leaders with a transactional mindset think, "What happens if we train and invest in our employees and they leave?" Leaders with a transformative mindset think, "What if you don't and they stay?" The transformative leader understands that developing the workforce gives a competitive advantage in the long run.