30:30:30:10 Team Engagement Model

How to structure limited time for maximum impact.

Have drinks and team building games started to lose their appeal? Are the same voices dominating the agenda? Is participation a struggle? We’ve had a look at the behavioural science principles that drive engagement to develop the 30:30:30:10 Team Engagement Model.

In today’s rapidly evolving business landscape, effective team engagement is crucial for success. Engaged teams are not only more productive but also more creative, innovative, and motivated. However, achieving and sustaining high levels of engagement can be a challenge. Our 30:30:30:10 Team Engagement Model emphasises learning, strategy, shared experiences, and reflection. It can be used either as a stand alone to guide individual team days or development activities or more broadly over a series of team meeting during a year or planning cycle.

Learning – combining knowledge to develop new skills

Learning is the cornerstone of personal and professional development. In the 30:30:30:10 model, dedicating 30% of team engagement time to learning fosters a culture of continuous improvement. Teams can engage in various learning activities, such as workshops, webinars, or skill-building sessions, tailored to their specific needs and goals.

1. Up-skilling: Engage in micro-learning through guest speakers, formal training and practical learning activities.
2. Knowledge sharing: Encouraging team members to share their expertise and experiences. This promotes collaboration, strengthens the collective knowledge pool and helps teams to value each others unique skills.
3. Mentoring: Learning opportunities can also include mentoring and coaching team members. This may be through shadowing opportunities, structured mentor and mentee relationships, reverse shadowing or cross-functional learning.

Strategy – Forward thinking to align on common goals

The second pillar of the 30:30:30:10 model is dedicating 30% of engagement time to strategy. This aspect ensures that the team is aligned with the organisation’s goals and has a clear roadmap to succeed together.

1. Goal setting: Teams can work collaboratively to define clear and achievable goals, ensuring everyone understands their role in achieving them.
2. Problem solving: By dedicating time to strategy, teams can proactively identify and address challenges, mitigating risks and taking advantage of opportunities.
3. Innovation: Encouraging creative thinking within the strategy component can lead to innovative solutions that set the team apart, both internally and external to the organisation.

Sharing – memorable experiences that build connection

The third element of the 30:30:30:10 model, shared experience, is all about fostering deeper connections among team members. It allows for the team to build trust, empathy, and connection so that challenging conversations are more productive.

1. Team building activities: Teams can engage in various team-building exercises, both in and out of the workplace, to build trust and improve communication. Focus on finding activities that are new (structure, location, facilitator etc.) and require team members to communicate and learn more about each other.
2. Celebrating achievements: Acknowledging and celebrating both individual and collective achievements helps boost morale and motivation.
3. Emotive experiences: Shared emotion can be a platform for team growth, from fear getting out of comfort zones to joy, excitement, curiosity and bravery of shared challenge and achievement. Experiences that tap into our collective emotions are more likely to be memorable and can increase team bonding.

Reflection – pausing and looking back to aid growth

The final piece of the model, reflection, is often overlooked but equally critical. Taking time to reflect allows teams to assess their progress and make necessary adjustments.

1. Performance evaluation: Teams can use this 10% of their time to evaluate their performance against established goals and metrics, identifying areas that require improvement.
2. Feedback gathering: Encouraging open and honest feedback within the team enables members to voice their concerns and suggestions for improvement. Remember to give options for both anonymous and open feedback and be conscious of power dynamics within the group.
3. Adaptation: Reflection time also allows teams to adapt and pivot when needed, ensuring they remain agile and responsive to change.

The 30:30:30:10 Team Engagement Model offers a balanced approach to team dynamics, fostering learning, strategic thinking, shared experiences, and reflection. By dedicating time to each of these elements, teams can become more productive, collaborative, and adaptable, ultimately driving success for both the individuals involved and the organisation as a whole. As organisations continue to evolve, embracing innovative team engagement models like this one will be a key factor in staying competitive and achieving sustainable growth.

Want to find out what this could look like for your next team day? Contact us to find out more.