A631.1.5.RB - Eco Seagate

I feel that the Eco Seagate team developmental process is extremely valuable to any organization. The activities that they use in the program, such as hiking, biking, and white water rafting are some of the hardest and most extreme sports depending on the terrain, with hiking and biking being arguably the most challenging individual sports. They use these individual and team sports and make them all team-oriented so that they must finish and succeed as a team. Essentially, the team is only as strong as the weakest link. This is very true in most all real world applications and team environments, especially in high-performing teams and organizations. The team goals and objectives, along with the reward system, are based around overall team performance. Teamwork, dedication, respect, hard work, perseverance, and relationship building appear to be the most apparent highlights of this program. Any team could benefit from these activities and apply what they learned to their projects and organizational teams.

High-performing organizations and teams need activities like these because they engage in all of these scenarios, just with different variables and tasks. Commitment and trust are two very powerful words that are often associated with high-performing organizations, and these activities build on these traits. They teach team members to trust one another, to commit to succeeding no matter what, no matter how hard it is. Is this not what organizations are looking for? Should this be taught and exercised in these high-performing organizations? I think so, without a doubt. All teams are going to encounter problems where their abilities, skills, and relationships are going to be tested, and what better place to do that then here. At least in this forum failure has no impact on the organization and its people and the organization and team can see what their reaction will be to the stress and challenge. This helps a high-performing learn a lot about themselves, their team members, and how they might perform under different circumstances.

I think any successful and high-performing organization could benefit from this activity, especially mine. Lower level and senior managers within our distribution centers work very closely with one another, and there are various teams that operate at any given time throughout the year, building upon relationships and improving processes. Given the fact that Target puts so much emphasis on relationships, this program would do wonders for the managers in our building. It seems to epitomize relationship building by building new relationships and strengthening those that have already been established. The activities really challenge those involved, much like the senior team does with lower level management. I think it would give them good exposure to crisis management and performing under pressure, stress, and conflict within a team environment.