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22 Unbeatable Team Building Problem Solving Activities

Problem-solving is a critical skill for professionals and with team building problem-solving activities, you can sharpen your skills while having fun at the same time.  

Updated: March 1, 2024

In the professional world, one thing is for sure: problem-solving is a vital skill if you want to survive and thrive. It’s a universal job skill that organizations seek in new potential employees and that managers look for when considering candidates for promotions.  

But there’s a problem. 

According to Payscale, 60% of managers feel that new grads entering the workforce lack problem-solving abilities – making it the most commonly lacking soft skill.  

Problem-solving skill needs to be practiced and perfected on an ongoing basis in order to be applied effectively when the time comes. And while there are tons of traditional approaches to becoming a better problem-solver, there’s another (much more interesting) option: team building problem-solving activities. 

The good news? This means learning and having fun don’t have to be mutually exclusive. And you can create a stronger team at the same time. 

16 In-Person Team Building Problem Solving Activities for Your Work Group  

1. cardboard boat building challenge, 2. egg drop , 3. clue murder mystery, 4. marshmallow spaghetti tower  , 5. corporate escape room, 6. wild goose chase, 7. lost at sea  , 8. domino effect challenge, 9. reverse pyramid  , 10. ci: the crime investigators, 11. team pursuit, 12. bridge builders, 13. domino effect challenge, 14. hollywood murder mystery, 15. code break, 16. cardboard boat building challenge, 6 virtual team building problem solving activities for your work group  , 1. virtual escape room: mummy’s curse, 2. virtual clue murder mystery, 3. virtual escape room: jewel heist, 4. virtual code break  , 5. virtual trivia time machine.

• 6. Virtual Jeoparty Social

There are a ton of incredible team building problem solving activities available. We’ve hand-picked 16 of our favorites that we think your corporate group will love too. 

Split into teams and create a cardboard boat made out of just the materials provided: cardboard and tape. Team members will have to work together to engineer a functional boat that will float and sail across water without sinking. Once teams have finished making their boats, they will create a presentation to explain why their boat is the best, before putting their boats to the test. The final challenge will have teams racing their boats to test their durability! Nothing says problem-solving like having to make sure you don’t sink into the water!

Every day at work, you’re forced to make countless decisions – whether they’re massively important or so small you barely think about them.  

But your ability to effectively make decisions is critical in solving problems quickly and effectively.  

With a classic team building problem solving activity like the Egg Drop, that’s exactly what your team will learn to do. 

For this activity, you’ll need some eggs, construction materials, and a place you wouldn’t mind smashing getting dirty with eggshells and yolks.  

The goal of this activity is to create a contraption that will encase an egg and protect it from a fall – whether it’s from standing height or the top of a building. But the challenge is that you and your team will only have a short amount of time to build it before it’s time to test it out, so you’ll have to think quickly! 

To make it even more challenging, you’ll have to build the casing using only simple materials like: 

• Newspapers 
• Plastic wrap
• Rubber bands
• Popsicle sticks
• Cotton balls

Feel free to have some fun in picking the materials. Use whatever you think would be helpful without making things too easy! 

Give your group 15 minutes to construct their egg casing before each team drops their eggs. If multiple eggs survive, increase the height gradually to see whose created the sturdiest contraption.  

If you’re not comfortable with the idea of using eggs for this activity, consider using another breakable alternative, such as lightbulbs for a vegan Egg Drop experience. 

With Clue Murder Mystery, your team will need to solve the murder of a man named Neil Davidson by figuring out who had the means, motive, and opportunity to commit the crime.

But it won’t be easy! You’ll need to exercise your best problem-solving skills and channel your inner detectives if you want to keep this case from going cold and to get justice for the victim.

Collaboration is critical to problem solving. 

Why? Because, as the old saying goes, the whole is greater than the sum of its parts. This expression reflects the fact that people are capable of achieving greater things when they work together to do so. 

If you’re looking for a team building problem solving activity that helps boost collaboration, you’ll love Marshmallow Spaghetti Tower.  

This game involves working in teams to build the tallest possible freestanding tower using only marshmallows, uncooked spaghetti, tape, and string.  

The kicker? This all has to be done within an allotted timeframe. We recommend about thirty minutes.  

For an added dimension of challenge, try adding a marshmallow to the top of the tower to make it a little more top heavy.  

Whichever team has the highest tower when time runs out is the winner! 

If you’ve never participated in an escape room, your team is missing out! It’s one of the most effective team building problem solving activities out there because it puts you and your colleagues in a scenario where the only way out is collaboratively solving puzzles and deciphering clues.  

The principle is simple: lock your group in a room, hide the key somewhere in that room, and have them work through challenges within a set time frame. Each challenge will lead them one step closer to finding the key and, ultimately, their escape.    

At Outback, we offer “done-for-you” escape rooms where we’ll transform your office or meeting room so you don’t have to worry about:

• Seeking transportation for your team 
• Capacity of the escape rooms  
• High costs 
• Excessive planning  

That way, you and your team can simply step inside and get to work collaborating, using creative problem solving, and thinking outside the box.   

In this smartphone-based scavenger hunt team building activity , your group will split into teams and complete fun challenges by taking photos and videos around the city. Some examples of challenges you can do in this activity are:

• Parkour:  Take a picture of three team members jumping over an object that’s at least waist-high.
• Beautiful Mind:  Snap a photo of a team member proving a well-known mathematical theorem on a chalkboard.
• Puppy Love:  Take a photo of all of your team members petting a stranger’s dog at the same time.

It takes a ton of critical thinking and problem-solving to be crowned the Wild Goose Chase Champions!

Can you imagine a higher-pressure situation than being stranded at sea in a lifeboat with your colleagues? 

With this team building problem solving activity, that’s exactly the situation you and your group will put yourselves. But by the time the activity is over, you’ll have gained more experience with the idea of having to solve problems under pressure – a common but difficult thing to do. 

Here’s how it works. 

Each team member will get a six-columned chart where: 

• The first column lists the survival items each team has on hand (see the list below) 
• The second column is empty so that each team member can rank the items in order of importance for survival  
• The third column is for group rankings  
• The fourth column is for the “correct” rankings, which are revealed at the end of the activity 
• The fifth and sixth columns are for the team to enter thee difference between their individual and correct scores and the team and correct rankings 

Within this activity, each team will be equipped with the following “survival items,” listed below in order of importance, as well as a pack of matches:  

• A shaving mirror (this can be used to signal passing ships using the sun) 
• A can of gas (could be used for signaling as it could be put in the water and lit with the pack of matches) 
• A water container (for collecting water to re-hydrate ) 
• Emergency food rations (critical survival food) 
• One plastic sheet (can be helpful for shelter or to collect rainwater) 
• Chocolate bars (another food supply) 
• Fishing rods (helpful, but no guarantee of catching food) 
• Rope (can be handy, but not necessarily essential for survival) 
• A floating seat cushion (usable as a life preserver)  
• Shark repellant (could be important when in the water) 
• A bottle of rum (could be useful for cleaning wounds) 
• A radio (could be very helpful but there’s a good chance you’re out of range) 
• A sea chart (this is worthless without navigation equipment) 
• A mosquito net (unless you’ve been shipwrecked somewhere with a ton of mosquitos, this isn’t very useful) 

To get the activity underway, divide your group into teams of five and ask each team member to take ten minutes on their own to rank the items in order of importance in the respective column. Then, give the full team ten minutes as a group to discuss their individual rankings together and take group rankings, listed in that respective column. Ask each group to compare their individual rankings with those of the group as a whole. 

Finally, read out the correct order according to the US Coast Guard, listed above.  

The goal of this activity is for everyone to be heard and to come to a decision together about what they need most to survive.  

If your team works remotely, you can also do this activity online. Using a video conferencing tool like  Zoom , you can bring your group together and separate teams into “break-out rooms” where they’ll take their time individually and then regroup together. At the end, you can bring them back to the full video conference to go through the answers together. 

Many problems are intricately complex and involve a ton of moving parts. And in order to solve this type of problem, you need to be able to examine it systematically, one piece at a time.  

Especially in the business world, many problems or challenges involve multiple different teams or departments working through their respective portions of a problem before coming together in the end to create a holistic solution. 

As you can imagine, this is often easier said than done. And that’s why it’s so important to practice this ability.  

With a collaborative team building problem solving activity like Domino Effect Challenge, that’s exactly what you’ll need to do as you and your group work to create a massive, fully functional chain reaction machine. 

Here’s how it goes. 

Your group will break up into teams, with each team working to complete their own section of a massive “Rube Goldberg” machine. Then, all teams will regroup and assemble the entire machine together. You’ll need to exercise communication, collaboration, and on-the-fly problem solving in order to make your chain reaction machine go off without a hitch from start to finish. 

Being a great problem-solver means being adaptable and creative. And if you’re looking for a quick and easy team building problem solving activity, you’ll love the reverse pyramid. 

The idea here is simple: break your group out into small teams and then stand in the form of a pyramid.  

Your challenge is to flip the base and the peak of the pyramid – but you can only move three people in order to do so.  

Alternatively, rather than doing this activity with people as the pyramid, you can do another version –  the Pyramid Build  – using plastic cups instead.   

This version is a little bit different. Rather than flipping the base of a pyramid to the top, you’ll need to build the pyramid instead–but in reverse, starting from the top cup and working down. 

With this version, you’ll need 36 cups and one table per group. We recommend groups of five to seven people. Give your group 20 to 30 minutes to complete the activity. 

To get started, place one cup face down. Then, lift that cup and place the subsequent two cups underneath it. 

The real challenge here? You can only lift your pyramid by the bottom row in order to put a new row underneath – and only one person at a time can do the lifting. The remaining group members will need to act quickly and work together in order to add the next row so that it will balance the rest of the pyramid. 

If any part of your pyramid falls, you’ll need to start over. Whichever team has the most complete pyramid when time runs out will be the winner!  

The value of being able to approach problems analytically can’t be overstated. Because when problems arise, the best way to solve them is by examining the facts and making a decision based on what you know. 

With CI: The Crime Investigators, this is exactly what your team will be called upon to do as you put your detective’s hats on and work to solve a deadly crime. 

You’ll be presented with evidence and need to uncover and decipher clues. And using only the information at your disposal, you’ll need to examine the facts in order to crack the case. 

Like many of our team building problem solving activities, CI: The Crime Investigators is available in a hosted format, which can take place at your office or an outside venue, as well as a virtually-hosted format that uses video conferencing tools, or a self-hosted version that you can run entirely on your own.  

Each member of your team has their own unique strengths and skills. And by learning to combine those skills, you can overcome any challenge and solve any problem. With Team Pursuit, you and your team together to tackle challenges as you learn new things about one another, discover your hidden talents, and learn to rely on each other.

This team building problem solving activity is perfect for high-energy groups that love to put their heads together and work strategically to solve problems as a group.

Collaborate with your colleague to design and build different segments of a bridge. At the end, see if the sections come together to create a free-standing structure!   

Together as a group, see if you and your colleagues can build a gigantic “chain-reaction” machine that really works!

In smaller groups, participants work together to solve the challenge of creating sections of the machine using miscellaneous parts, and at the end, you’ll have to collaborate to connect it all together and put it in motion.

The case is fresh, but here’s what we know so far: we’ve got an up-and-coming actress who’s been found dead in her hotel room following last night’s awards show.

We have several suspects, but we haven’t been able to put the crime on any of them for sure yet. Now, it’s up to you and your team of detectives to crack the case. Together, you’ll review case files and evidence including police reports, coroners’ reports, photo evidence, tabloids, interrogations, and phone calls as you determine the motive, method, and murderer and bring justice for the victim.

You’ll need to put your problem-solving skills to the test as you share theories, collaborate, and think outside the box with your fellow investigators.

Using Outback’s app, split up into small groups and put your heads together to solve a variety of puzzles, riddles, and trivia. The team who has completed the most challenges when time is up, wins!

Can you stay afloat in a body of water in a boat made entirely of cardboard? Now that is a problem that urgently needs solving.

With this team building problem solving activity, you and your colleagues will split into groups and create a cardboard boat made out of just the materials provided – cardboard and tape.

Team members will have to work together to engineer a functional boat that will float and sail across water without sinking. Once teams have finished making their boats, they will create a presentation to explain why their boat is the best, before putting their boats to the test. The final challenge will have teams racing their boats across the water!

If you and your team are working remotely, don’t worry. You still have a ton of great virtual team building problem solving options at your disposal.

In this virtual escape room experience, your team will be transported into a pyramid cursed by a restless mummy. You’ll have to work together to uncover clues and solve complex challenges to lift the ancient curse.

You’ve probably never heard of a man named Neil Davidson. But your group will need to come together to solve the mystery of his murder by analyzing clues, resolving challenges, and figuring out who had the means, motive, and opportunity to commit a deadly crime. 

This activity will challenge you and your group to approach problems analytically, read between the lines, and use critical thinking in order to identify a suspect and deliver justice.  

If you and your team like brainteasers, then Virtual Escape Room: Jewel Heist will be a big hit.  

Here’s the backstory.

There’s been a robbery. Someone has masterminded a heist to steal a priceless collection of precious jewels, and it’s up to you and your team to recover them before time runs out.

Together, you’ll need to uncover hidden clues and solve a series of brain-boggling challenges that require collaboration, creative problem-solving, and outside-the-box thinking. But be quick! The clock is ticking before the stolen score is gone forever.

With Virtual Code Break, you and your team can learn to be adaptive and dynamic in your thinking in order to tackle any new challenges that come your way. In this activity, your group will connect on a video conferencing platform where your event host will split you out into teams. Together, you’ll have to adapt your problem-solving skills as you race against the clock to tackle a variety of mixed brainteaser challenges ranging from Sudoku to puzzles, a game of Cranium, riddles, and even trivia. 

Curious to see how a virtual team building activity works? Check out this video on a Virtual Clue Murder Mystery in action. 

Step into the Outback Time Machine and take a trip through time, from pre-pandemic 21st century through the decades all the way to the 60’s. 

This exciting, fast-paced virtual trivia game, packed with nostalgia and good vibes, is guaranteed to produce big laughs, friendly competition, and maybe even some chair-dancing. 

Your virtual game show host will warm up guests with a couple of “table hopper rounds” (breakout room mixers) and split you out into teams. Within minutes, your home office will be transformed into a game show stage with your very own game show buzzers! 

And if your team loves trivia, check out our list of the most incredible virtual trivia games for work teams for even more ideas.

6.  Virtual Jeoparty Social

If your remote team is eager to socialize, have some fun as a group, and channel their competitive spirit, we’ve got just the thing for you! With Virtual Jeoparty Social, you and your colleagues will step into your very own virtual Jeopardy-style game show—equipped with a buzzer button, a professional actor as your host, and an immersive game show platform! Best of all, this game has been infused with an ultra-social twist: players will take part in a unique social mixer challenge between each round. 

With the right team building problem solving activities, you can help your team sharpen their core skills to ensure they’re prepared when they inevitably face a challenge at work. And best of all, you can have fun in the process. 

Do you have any favorite team building activities for building problem-solving skills? If so, tell us about them in the comments section below! 

Learn More About Team Building Problem Solving Activities  

For more information about how your group can take part in a virtual team building, training, or coaching solution, reach out to our Employee Engagement Consultants.     

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And stay updated, related articles.

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18 Incredible Virtual Trivia Games for Work Teams

I love how this blog provides a variety of problem-solving activities for team building. It’s a great resource for anyone looking to foster teamwork and collaboration!

Work Life is Atlassian’s flagship publication dedicated to unleashing the potential of every team through real-life advice, inspiring stories, and thoughtful perspectives from leaders around the world.

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Senior Quantitative Researcher, People Insights

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Better together: 8 essential teamwork skills to master

Use these strategies to align expectations, streamline communication, and crush your goals.

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5-second summary

• Building “soft skills,” such as effective communication and collaboration skills, are vital components of a team’s success. 
• Making sure everyone is aligned on goals and responsibilities may seem like a no-brainer, but research shows that team members do not always have the clarity that leadership assumes they do. 
• Using formal procedures to make decisions and solve problems can help ensure that teams don’t get sidetracked by predictable bottlenecks. 

Teamwork is powerful. Tapping into people’s individual strengths and collecting diverse perspectives and ideas helps you get projects across the finish line more efficiently – full stop.

Here’s the catch: those perks only pan out if your team works together effectively. And most of us have seen firsthand that successful teamwork doesn’t just happen . Leaders are required to make strategic decisions, encourage positive behaviors, and cultivate an environment where people can get their best work done – not just individually, but as a unit.

That all starts with ensuring your team has mastered the most essential teamwork skills.

What are teamwork skills?

Teamwork skills are the traits and competencies you tap into when working with other people toward a common goal. Knowing how to work well with others isn’t an inherent trait – it’s a malleable skill (and an important one, ranking as one of the most in-demand soft skills employers look for).

When you focus on improving your ability to work on a team, what you’re really doing is strengthening the critical skills that fuel successful teamwork. Whether you want to better yourself or help your direct reports master working together as a unit, let’s take a closer look at eight skills to focus on. 

1. Communication

“We never listen when we are eager to speak.” – Francois de la Rochefoucauld 

A large portion of team or project failures (just take the untimely explosion of NASA’s Mars Climate Orbiter , as one example) arise from miscommunication. So, for teams to work well together, it’s non-negotiable that they know how to share information and get on the same page. 

The ability to openly convey a message, align expectations, and offer feedback is essential in the workplace. However, improving communication skills isn’t only about talking – listening plays an equally important role. Active listening in particular enhances shared understanding and helps teams avoid crossed wires. 

Help your team communicate:

• The extroverts on your team are more than willing to jump in with suggestions and opinions, but that can mean steamrolling their colleagues. To make sure everyone’s voice is heard, send an agenda to all participants beforehand so people have time to gather their thoughts. Then, be sure to check in with each person during the meeting to make sure they’ve had a chance to speak. For in-depth guidance, run the inclusive meetings play to make sure that everybody’s input is considered when your team meets.
• Communication isn’t one size fits all, and your team will be better equipped to communicate information and ideas if they know other people’s communication styles . Having each member of the team create a user manual gives them a low-pressure way to share their ideal conditions for getting work done – from their favorite communication channels to how they prefer to receive feedback.
• Schedule a regular team stand-up to avoid siloed information your team. This is a short, dedicated huddle where you can discuss team goals, progress, and obstacles to keep everybody in the loop and aligned.

2. Collaboration

“Alone we can do so little; together we can do so much. – Helen Keller

Collaboration and teamwork are more or less synonyms, so it makes sense that you’d see this skill high on the list. But simply throwing a group of people together and giving them a task doesn’t inherently lead to effective collaboration , no matter how talented those individuals may be.

Rather, clarity needs to take priority. Team members should understand their unique roles, responsibilities, and deadlines, as well as how their individual tasks impact the project as a whole. That broader focus increases accountability and empowers people to find answers or proactively solve problems themselves.

Help your team collaborate: 

• Who does what shouldn’t be a mystery on your team, however, people may not always have visibility into what tasks their coworkers have to do. Try creating a shared document that details everyone’s regular tasks and current projects. You can also run the roles and responsibilities play so there’s no doubt or confusion about what’s on each person’s plate.
• There are certain norms that play out on your team on a daily basis – like muting yourself on Zoom when you aren’t talking or using bullet points in emails – despite the fact that they might never be formally discussed. Consider creating a shared doc that spells out the “rules of the road” for your team. Encourage people to add to it regularly. It’s a great way to help newbies on the team get up to speed quickly. Running the working agreements play can help your team iron out a list of those previously unspoken expectations and avoid misunderstandings.

3. Goal setting

How to write SMART goals

“If you don’t know where you are going, you will probably end up somewhere else.” – Lawrence J. Peter

Teamwork is all about working your way toward a finish line together – but first, you need to agree on where that finish line actually is . While managers might like to think their goals are obvious and widely accepted, team members may disagree: 72% of employees admit they don’t fully understand their company’s strategy. That’s why this particular teamwork skill is so important.

In order to reap the benefits of effective teamwork, team leaders need to not only explain team- and company-level goals, but also actively involve employees in the process of setting those objectives so that they can take ownership of the outcomes.

How to help your team set goals: 

• Boost clarity and accountability by setting SMART goals , which are specific, measurable, achievable, relevant, and time-bound. 
• Use a defined goal-setting system like objectives and key results (OKRs) or goals, signals, and measures so everybody understands what success looks like.
• Make juicy, long-term targets feel more manageable by setting smaller short-term goals along the way.
• Store your team goals somewhere centralized and accessible in the workplace (like Confluence ) so that everybody on the team can refer back to them when needed.

4. Decision making

“Once you make a decision, the universe conspires to make it happen.” – Ralph Waldo Emerson

Teamwork is often at its most frustrating when you feel pressure to make a speedy decision. With so many perspectives to manage, reaching a consensus can be slow. That’s why decision-making is a skill that’s vital in a team environment, especially in collaborative cultures where the manager isn’t always the one with the last word. 

To get their best work done, people should be able to listen to other opinions and suggestions with an open mind, then come together collectively to choose the best way forward.

Help your team make decisions: 

• Default to a standard decision-making process to give your team a straightforward framework to rely on as you make choices together. 
• Sometimes a consensus isn’t possible. In those cases, who has the final say on a project? Who’s contributing but not necessarily a key decision-maker? Those roles can get murky. Use the DACI framework so your team knows who fits where and can make more efficient group decisions.
• Does your team suffer from major decision delays? Try setting a deadline for your team to make a choice. Psychology says that while deadlines can be stressful, they also tend to increase focus.
• Be mindful of common phenomena that stand in the way of decisiveness, like analysis paralysis and decision fatigue , and take steps to address them when you see them creep in.

5. Problem solving

“If I had an hour to solve a problem I’d spend 55 minutes thinking about the problem and five minutes thinking about solutions.” – Albert Einstein 

Whether it’s a project that’s running off the rails or a conflict between a couple of colleagues, you and your team are bound to run into your fair share of roadblocks. In those moments, your team’s problem-solving skills are what will carry you through. 

Successful problem-solving isn’t about slapping on a quick-fix band-aid. Some stumbling blocks can be deceptively complex. To truly address and prevent issues, start by digging deep and understanding all of the factors at play using critical thinking skills and problem-solving abilities.

How to help your team solve problems: 

• Use problem framing to step back and understand the who, what, why, and where of a problem before jumping into solutions.
• The 5 Whys Analysis is simple on the surface – it essentially involves asking, “Why did this happen?” five times in a row. This exercise helps your team uncover the root causes of a problem rather than acting on assumptions and surface-level symptoms.
• The first possible solution to a problem isn’t always the best one, and that’s one of the many benefits of a team: everybody has access to an assortment of ideas and experiences to find the most suitable answer. Sparring helps your team get quick, honest feedback from each other in a way that feels structured and approachable.

6. Interpersonal skills

Beyond the buzzwords: Why interpersonal skills matter at work

“Emotions can get in the way or get you on the way.” – Mavis Mazhura 

The thing about teamwork is that you’re working with other people – and everyone has their own feelings, perceptions, experiences, preferences, and more. That’s what makes working as part of a team so enriching (and challenging). 

It’s also why interpersonal skills are so critical. They’re the soft skills that you use when working, communicating, and interacting with other people (and plenty of the teamwork skills we’ve already covered also fall under the “interpersonal skills” category). From emotional intelligence to negotiation, these competencies help you work alongside others with less conflict and fewer hiccups.

How to help your team work well together:

• Participate in a team personality assessment like Johari Window so team members can uncover traits they may not see in themselves.
• Provide training or other opportunities for team members to build their conflict resolution skills to better handle disputes and disagreements when they come up.
• People can’t always control their emotions, but they can control and improve their reactions and behaviors. Unfortunately, emotions can easily become confused with personalities. Try to model and encourage people to switch from “I am…” language to “I feel…” language to keep those lines clear. For example, “I am anxious about this deadline” becomes “I feel anxious about this deadline.” It’s a small but significant shift in how your message comes across.

7. Time management

Time is really the only capital that any human being has, and the only thing he can’t afford to lose. Thomas Edison

There’s often a lot to get done and that’s another perk of being part of a team: there are more people to chip in on all of the work that needs doing. But without effective time management skills, teams are setting themselves up for conflict, chaos, and frustration. Bottlenecks halt progress, deadlines become suggestions, and the team’s entire plan runs off the rails. 

By focusing on improving time management – both individually and as a unit – people can get their work done without the frantic and frustrating dash to the finish line. 

How to help your team manage their time:

• Use one (or several) tried-and-tested time management strategies to help your team prioritize and focus.
• Team collaboration falls apart when people don’t have a grasp on dependencies. For example, Team Member A might not think missing a deadline by a few days is a big deal – until they realize that it means Team Member B can’t start their assigned tasks. Dependency mapping gives you and your entire team a better sense of how things fit together, so you can proactively manage bottlenecks and other issues.

8. Growth mindset  

“Success is the ability to go from one failure to another with no loss of enthusiasm.” – Winston Churchill

All teams encounter rough seas from time to time, and a growth mindset is what helps them power through obstacles and find creative solutions. 

Put simply, a growth mindset is a teamwork skill that frames problems as opportunities – chances to reflect, learn, and improve. A growth mindset helps your team use past experiences to drive better collaborations – and it also means they won’t bristle at perceived failures or criticisms.

How to help your team have a growth mindset: 

• Run a retrospective regularly or at the end of project milestones so that your team can honestly discuss what worked, what didn’t, why, and how you’ll use that information moving forward.
• Prioritize regular and frequent constructive feedback for all team members. These candid conversations help them understand how they can improve themselves – which, in turn, helps them improve the entire team.

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Are you looking to enhance your or your team’s problem-solving abilities? Engaging in activities specifically designed to stimulate your and your team’s critical thinking skills can be an excellent way to sharpen your problem-solving prowess. Whether you enjoy puzzles, brain teasers, or interactive challenges, these activities provide an opportunity to overcome obstacles and think creatively.

By immersing yourself in problem-solving activities, you can develop valuable strategies, improve your decision-making abilities, and boost your overall problem-solving IQ.

One key aspect of successful problem-solving is ensuring clear and effective communication, such as when teams use critical tools available online. For example, testing emails for deliverability and using an email spam checker to avoid spam filters can improve team efficiency. Try Maileroo’s free mail tester to validate your email campaigns effectively. Get ready to unlock your full potential and tackle any challenge that comes your way with these exciting activities for problem-solving.

In this article, we will explore activities for problem-solving that can help enhance your team’s problem-solving skills, allowing you to approach challenges with confidence and creativity.

What Are Problem Solving Activities?

Problem-solving activities or problem-solving exercises are interactive games requiring critical thinking to solve puzzles. They enhance teamwork & critical thinking. Examples include building towers, navigating simulated challenges, and fostering creativity and communication.

For instance, imagine a team working together to construct the tallest tower using limited materials. They strategize, communicate ideas, and problem-solve to create the best structure, promoting collaboration and inventive thinking among team members.

Some widely practiced problem-solving activities include:

• A Shrinking Vessel: Teams must fit into a shrinking space, testing their cooperation and adaptability.
• Marshmallow Spaghetti Tower: Participants build a tower using marshmallows and spaghetti, promoting creative engineering.
• Egg Drop: Protecting an egg from a fall challenges problem-solving skills.
• Desert Island Survival: Teams simulate survival scenarios, encouraging creative solutions.
• Rolling Dice: A simple yet effective game involving chance and decision-making.
• Build a Tower: Constructing a stable tower with limited resources fosters teamwork and innovation, etc.

13 Easy Activities For Problem-Solving Ideas to Enhance Team Collaboration

Team building activities offer a great opportunity to test problem-solving abilities and promote effective collaboration within a group to problem solving group activities. By engaging in these activities, teams can break the monotony of the workplace and create a more inclusive and welcoming environment.

Here are nine easy-to-implement activities that can bring substantial change to your team culture and overall workplace dynamics.

#1. Crossword Puzzles

Objective: To enhance problem-solving skills, vocabulary, and cognitive abilities through engaging crossword puzzles. 

Estimated Time: 15-20 Minutes 

Materials Needed:

• Crossword puzzle sheets
• Pens or pencils
• Distribute crossword puzzle sheets and pens/pencils to each participant.
• Explain the rules of crossword puzzles and the goal of completing as many clues as possible within the given time.
• Participants individually or in pairs work on solving the crossword puzzle by filling in the correct words.
• Encourage critical thinking, word association, and collaborative discussions for solving challenging clues.
• At the end of the time limit, review the answers and discuss any interesting or challenging clues as a group.
• Enhanced Problem-Solving: Participants engage in critical thinking while deciphering clues, promoting effective problem-solving skills.
• Vocabulary Expansion: Exposure to new words and phrases within the crossword improves vocabulary and comprehension.
• Cognitive Stimulation: The mental exercise of solving the puzzle stimulates the brain, enhancing cognitive abilities.
• Team Collaboration: If done in pairs, participants practice collaboration and communication to solve clues together.
• Achievement and Motivation: Successfully completing the crossword brings a sense of accomplishment and motivates individuals to explore more puzzles.

Tips for Facilitators:

• Provide varying levels of crossword puzzles to accommodate different skill levels.
• Encourage participants to share strategies for solving challenging clues.
• Emphasize the fun and educational aspects of the activity to keep participants engaged.

#2. A Shrinking Vessel

Estimated Time: 10-15 Minutes

• Materials Needed: A rope and a ball of yarn
• Prepare the Setting: Lay a rope on the floor in a shape that allows all team members to stand comfortably inside it. For larger teams, multiple ropes can be used, dividing them into smaller groups.
• Enter the Circle: Have all team members stand inside the rope, ensuring that nobody steps outside its boundaries.
• Shrinking the Circle: Begin gradually shrinking the rope’s size, reducing the available space inside the circle.
• Adapt and Maintain Balance: As the circle shrinks, team members must make subtle adjustments to maintain their positions and balance within the shrinking area.
• The Challenge: The objective for the team is to collectively brainstorm and find innovative ways to keep every team member inside the circle without anyone stepping outside.
• Collaboration and Communication: The activity promotes teamwork and open communication as participants strategize to stay within the shrinking circle.
• Adaptability: Team members learn to adapt swiftly to changing circumstances, fostering agility and flexibility.
• Creative Problem-Solving: The challenge encourages inventive thinking and brainstorming to find unique solutions.
• Trust Building: By relying on each other’s actions, participants build trust and cohesion among team members.
• Time-Efficient: The short duration makes it an ideal icebreaker or energizer during meetings or workshops.
• Observe and Facilitate: Monitor the team’s dynamics and offer guidance to encourage equal participation and effective problem-solving.
• Encourage Verbalization: Prompt participants to voice their ideas and collaborate vocally, aiding in real-time adjustments.
• Debrief Thoughtfully: Engage the team in a discussion afterward, reflecting on strategies employed and lessons learned.
• Emphasize Adaptability: Highlight the transferable skill of adaptability and its significance in both professional and personal contexts.

#3. Human Knots

• Objective: Improving Collaboration & enhancing Communication Skills

Estimated Time: 15-20 minutes

• Materials: None required

Procedure: 

• Organize your team into a compact circle. For more sizable teams, subdivide them into smaller clusters, with each cluster forming its own circle. 
• Direct each individual to grasp the hands of two other people in the circle, with the exception of those positioned directly adjacent to them. This action will result in the formation of a complex “human knot” within the circle. 
• Present the challenge to the group: to unravel themselves from this entanglement while maintaining their hold on each other’s hands. If preferred, you can establish a specific time limit. 
• Observe the team members collaborating to unravel the knot, witnessing their collective effort to devise solutions and free themselves from the intricate puzzle.
• Team Cohesion: The activity encourages team members to interact closely, promoting bonding and understanding among participants.
• Effective Communication: Participants practice clear and concise communication as they coordinate movements to untangle the knot.
• Problem-Solving: The challenge stimulates creative thinking and problem-solving skills as individuals work collectively to find the optimal path for untangling.
• Adaptability: Participants learn to adapt their actions based on the evolving dynamics of the human knot, fostering adaptability.
• Trust Building: As individuals rely on each other to navigate the intricate knot, trust and cooperation naturally develop.
• Set a Positive Tone: Create an inclusive and supportive atmosphere, emphasizing that the focus is on collaboration rather than competition.
• Encourage Verbalization: Urge participants to articulate their intentions and listen to others’ suggestions, promoting effective teamwork.
• Observe Group Dynamics: Monitor interactions and step in if needed to ensure everyone is actively engaged and included.
• Reflect and Share: Conclude the activity with a debriefing session, allowing participants to share their experiences, strategies, and key takeaways.
• Vary Grouping: Change group compositions for subsequent rounds to enhance interactions among different team members.

#4. Egg Drop

Helps With: Decision Making, Collaboration

• A carton of eggs
• Construction materials (balloons, rubber bands, straws, tape, plastic wrap, etc.)
• A suitable location for the activity
• Assign each team a single egg and random construction materials.
• Teams must create a carrier to protect the egg from breaking.
• Drop the carriers one by one and increase the height if necessary to determine the most durable carrier.
• The winning team is the one with the carrier that survives the highest drop.
• Decision Making: Participants engage in critical decision-making processes as they select construction materials and determine carrier designs.
• Collaboration: The activity necessitates collaboration and coordination among team members to construct an effective carrier.
• Problem-Solving: Teams apply creative problem-solving skills to devise innovative methods for safeguarding the egg.
• Risk Management: Participants learn to assess potential risks and consequences while making design choices to prevent egg breakage.
• Celebrating Success: The victorious team experiences a sense of accomplishment, boosting morale and promoting a positive team spirit.
• Provide Diverse Materials: Offer a wide range of construction materials to stimulate creativity and allow teams to explore various design options.
• Set Safety Guidelines: Prioritize safety by specifying a safe drop height and ensuring participants follow safety protocols during construction.
• Encourage Brainstorming: Prompt teams to brainstorm multiple carrier ideas before finalizing their designs, fostering diverse perspectives.
• Facilitate Reflection: After the activity, lead a discussion where teams share their design strategies, challenges faced, and lessons learned.
• Highlight Collaboration: Emphasize the significance of teamwork in achieving success, acknowledging effective communication and cooperation.

As a teamwork activity, Egg Drop can help team members solve problems through collaboration and communication.

Each team can design and customize their own balloons and can display their team logo, slogan, or elements related to team culture through custom balloons . Awards can also be set up, such as the most creative balloon design, the strongest frangipani structure, etc., to increase the motivation for competition and participation. 

After the activity, team sharing and feedback can be conducted to allow everyone to share their learning experience and feelings about teamwork.

This combination allows team members to experience the importance of teamwork in creativity and practice, and strengthen team cohesion by completing challenges and sharing experiences.

#5. Marshmallow Spaghetti Tower

Helps With: Collaboration

Estimated Time: 20-30 Minutes

Materials Needed (per team):

• Raw spaghetti: 20 sticks
• Marshmallow: 1
• String: 1 yard
• Masking tape: 1 roll
• Tower Construction: Instruct teams to collaborate and utilize the provided materials to construct the tallest tower possible within a designated time frame.
• Marshmallow Support: Emphasize that the tower must be capable of standing independently and supporting a marshmallow at its highest point.
• Prototype and Iterate: Encourage teams to engage in prototyping and iteration, testing different design approaches and refining their tower structures.
• T eamwork and Communication: Promote effective teamwork and communication as team members coordinate their efforts to build a stable and tall tower.
• Evaluation Criteria: Evaluate each tower based on its height, stability, and the successful placement of the marshmallow at the top.
• Collaboration: Participants collaborate closely, sharing ideas and working together to design and construct the tower.
• Innovative Thinking: The activity encourages innovative thinking as teams experiment with different strategies to build a stable tower.
• Time Management: Teams practice time management skills as they work within a specified time limit to complete the task.
• Problem-Solving: Participants engage in creative problem-solving to address challenges such as balancing the marshmallow and constructing a sturdy tower.
• Adaptability: Teams adapt their approaches based on trial and error, learning from each iteration to improve their tower designs.
• Set Clear Guidelines: Clearly explain the materials, objectives, and evaluation criteria to ensure teams understand the task.
• Foster Creativity: Encourage teams to think outside the box and explore unconventional methods for constructing their towers.
• Emphasize Collaboration: Highlight the importance of effective communication and teamwork to accomplish the task successfully.
• Time Management: Remind teams of the time limit and encourage them to allocate their time wisely between planning and construction.
• Reflect and Share: Facilitate a discussion after the activity, allowing teams to share their design choices, challenges faced, and lessons learned.

Objective: To engage participants in the strategic and analytical world of Sudoku, enhancing logical thinking and problem-solving abilities. 

Estimated Time: 20-25 Minutes 

• Sudoku puzzle sheets
• Pencils with erasers
• Distribute Sudoku puzzle sheets and pencils to each participant.
• Familiarize participants with the rules and mechanics of Sudoku puzzles.
• Explain the goal: to fill in the empty cells with numbers from 1 to 9 while adhering to the rules of no repetition in rows, columns, or subgrids.
• Encourage participants to analyze the puzzle’s layout, identify potential numbers, and strategically fill in cells.
• Emphasize the importance of logical deduction and step-by-step approach in solving the puzzle.
• Provide hints or guidance if needed, ensuring participants remain engaged and challenged.
• Logical Thinking: Sudoku challenges participants’ logical and deductive reasoning, fostering analytical skills.
• Problem-Solving: The intricate interplay of numbers and constraints hones problem-solving abilities.
• Focus and Patience: Participants practice patience and attention to detail while gradually unveiling the solution.
• Pattern Recognition: Identifying number patterns and possibilities contributes to enhanced pattern recognition skills.
• Personal Achievement: Successfully completing a Sudoku puzzle provides a sense of accomplishment and boosts confidence.
• Offer varying levels of Sudoku puzzles to cater to different skill levels.
• Encourage participants to share strategies and techniques for solving specific challenges.
• Highlight the mental workout Sudoku provides and its transferable skills to real-life problem-solving.

Helps With: Communication, Problem-solving, & Management

• A lockable room
• 5-10 puzzles or clues
• Hide the key and a set of clues around the room.
• Lock the room and provide team members with a specific time limit to find the key and escape.
• Instruct the team to work together, solving the puzzles and deciphering the clues to locate the key.
• Encourage efficient communication and effective problem-solving under time pressure.
• Communication Skills: Participants enhance their communication abilities by sharing observations, ideas, and findings to collectively solve puzzles.
• Problem-solving Proficiency: The activity challenges teams to think critically, apply logical reasoning, and collaboratively tackle intricate challenges.
• Team Management: The experience promotes effective team management as members assign tasks, prioritize efforts, and coordinate actions.
• Time Management: The imposed time limit sharpens time management skills as teams strategize and allocate time wisely.
• Adaptability: Teams learn to adapt and adjust strategies based on progress, evolving clues, and time constraints.
• Clear Introduction: Provide a concise overview of the activity, emphasizing the importance of communication, problem-solving, and time management.
• Diverse Challenges: Offer a mix of puzzles and clues to engage various problem-solving skills, catering to different team strengths.
• Supportive Role: Act as a facilitator, offering subtle guidance if needed while allowing teams to independently explore and solve challenges.
• Debriefing Session: Organize a debriefing session afterward to discuss the experience, highlight successful strategies, and identify areas for improvement.
• Encourage Reflection: Encourage participants to reflect on their teamwork, communication effectiveness, and problem-solving approach.

#8. Frostbite for Group Problem Solving Activities

Helps With: Decision Making, Trust, Leadership

• An electric fan
• Construction materials (toothpicks, cardstock, rubber bands, sticky notes, etc.)
• Divide the team into groups of 4-5 people, each with a designated leader.
• Blindfold team members and prohibit leaders from using their hands.
• Provide teams with construction materials and challenge them to build a tent within 30 minutes.
• Test the tents using the fan to see which can withstand high winds.
• Decision-Making Proficiency: Participants are exposed to critical decision-making situations under constraints, allowing them to practice effective and efficient decision-making.
• Trust Development: Blindfolding team members and relying on the designated leaders fosters trust and collaboration among team members.
• Leadership Skills: Designated leaders navigate the challenge without hands-on involvement, enhancing their leadership and communication skills.
• Creative Problem Solving: Teams employ creative thinking and resourcefulness to construct stable tents with limited sensory input.
• Team Cohesion: The shared task and unique constraints promote team cohesion and mutual understanding.
• Role of the Facilitator: Act as an observer, allowing teams to navigate the challenge with minimal intervention. Offer assistance only when necessary.
• Clarity in Instructions: Provide clear instructions regarding blindfolding, leader restrictions, and time limits to ensure a consistent experience.
• Debriefing Session: After the activity, conduct a debriefing session to discuss team dynamics, leadership approaches, and decision-making strategies.
• Encourage Communication: Emphasize the importance of effective communication within teams to ensure smooth coordination and successful tent construction.
• Acknowledge Creativity: Celebrate creative solutions and innovative approaches exhibited by teams during the tent-building process.

#9. Dumbest Idea First

Helps With: Critical Thinking & Creative Problem Solving Activity

Estimated Time: 15-20 Minutes

Materials Needed: A piece of paper, pen, and pencil

• Problem Presentation: Introduce a specific problem to the team, either a real-world challenge or a hypothetical scenario that requires a solution.
• Brainstorming Dumb Ideas: Instruct team members to quickly generate and jot down the most unconventional and seemingly “dumb” ideas they can think of to address the problem.
• Idea Sharing: Encourage each participant to share their generated ideas with the group, fostering a relaxed and open atmosphere for creative expression.
• Viability Assessment: As a team, review and evaluate each idea, considering potential benefits and drawbacks. Emphasize the goal of identifying unconventional approaches.
• Selecting Promising Solutions: Identify which seemingly “dumb” ideas could hold hidden potential or innovative insights. Discuss how these ideas could be adapted into workable solutions.
• Divergent Thinking: Participants engage in divergent thinking, pushing beyond conventional boundaries to explore unconventional solutions.
• Creative Exploration: The activity sparks creative exploration by encouraging participants to let go of inhibitions and embrace imaginative thinking.
• Critical Analysis: Through evaluating each idea, participants practice critical analysis and learn to identify unique angles and aspects of potential solutions.
• Open Communication: The lighthearted approach of sharing “dumb” ideas fosters open communication, reducing fear of judgment and promoting active participation.
• Solution Adaptation: Identifying elements of seemingly “dumb” ideas that have merit encourages participants to adapt and refine their approaches creatively.
• Safe Environment: Foster a safe and non-judgmental environment where participants feel comfortable sharing unconventional ideas.
• Time Management: Set clear time limits for idea generation and sharing to maintain the activity’s energetic pace.
• Encourage Wild Ideas: Emphasize that the goal is to explore the unconventional, urging participants to push the boundaries of creativity.
• Facilitator Participation: Participate in idea generation to demonstrate an open-minded approach and encourage involvement.
• Debriefing Discussion: After the activity, facilitate a discussion on how seemingly “dumb” ideas can inspire innovative solutions and stimulate fresh thinking.

This activity encourages out-of-the-box thinking and creative problem-solving. It allows teams to explore unconventional ideas that may lead to unexpected, yet effective, solutions.

#10: Legoman

Helps With: Foster teamwork, communication, and creativity through a collaborative Lego-building activity.

Estimated Time: 20-30 minutes

• Lego bricks
• Lego instruction manuals

Procedure :

• Divide participants into small teams of 3-5 members.
• Provide each team with an equal set of Lego bricks and a Lego instruction manual.
• Explain that the goal is for teams to work together to construct the Lego model shown in the manual.
• Set a time limit for the building activity based on model complexity.
• Allow teams to self-organize, build, and collaborate to complete the model within the time limit.
• Evaluate each team’s final model compared to the manual’s original design.
• Enhanced Communication: Participants must communicate clearly and listen actively to collaborate effectively.
• Strengthened Teamwork: Combining efforts toward a shared goal promotes camaraderie and team cohesion.
• Creative Problem-Solving: Teams must creatively problem-solve if pieces are missing or instructions unclear.
• Planning and Resource Allocation: Following instructions fosters planning skills and efficient use of resources.
• Sense of Achievement: Completing a challenging build provides a sense of collective accomplishment.
• Encourage Participation: Urge quieter members to contribute ideas and take an active role.
• Highlight Teamwork: Emphasize how cooperation and task coordination are key to success.
• Ensure Equal Engagement: Monitor group dynamics to ensure all members are engaged.
• Allow Creativity: Permit modifications if teams lack exact pieces or wish to get creative.
• Focus on Enjoyment: Create a lively atmosphere so the activity remains energizing and fun.

#11: Minefield

Helps With: Trust, Communication, Patience

Materials Needed: Open space, blindfolds

• Mark a “minefield” on the ground using ropes, cones, or tape. Add toy mines or paper cups.
• Pair up participants and blindfold one partner.
• Position blindfolded partners at the start of the minefield. Direct seeing partners to verbally guide them through to the other side without hitting “mines.”
• Partners switch roles once finished and repeat.
• Time partnerships and provide prizes for the fastest safe crossing.
• Trust Building: Blindfolded partners must trust their partner’s instructions.
• Effective Communication: Giving clear, specific directions is essential for navigating the minefield.
• Active Listening: Partners must listen closely and follow directions precisely.
• Patience & Support: The exercise requires patience and encouraging guidance between partners.
• Team Coordination: Partners must work in sync, coordinating movements and communication.
• Test Boundaries: Ensure the minefield’s size accommodates safe movement and communication.
• Monitor Interactions: Watch for dominant guidance and ensure both partners participate fully.
• Time Strategically: Adjust time limits based on the minefield size and difficulty.
• Add Obstacles: Introduce additional non-mine objects to increase challenge and communication needs.
• Foster Discussion: Debrief afterward to discuss communication approaches and trust-building takeaways.

#12: Reverse Pyramid

Helps With: Teamwork, Communication, Creativity

Materials Needed: 36 cups per group, tables

• Form small groups of 5-7 participants.
• Provide each group with a stack of 36 cups and a designated building area.
• Explain the objective: Build the tallest pyramid starting with just one cup on top.
• Place the first cup on the table, and anyone in the group can add two cups beneath it to form the second row.
• From this point, only the bottom row can be lifted to add the next row underneath.
• Cups in the pyramid can only be touched or supported by index fingers.
• If the structure falls, start over from one cup.
• Offer more cups if a group uses all provided.
• Allow 15 minutes for building.

Teamwork: Collaborate to construct the pyramid.

Communication: Discuss and execute the building strategy.

Creativity: Find innovative ways to build a tall, stable pyramid.

Clarify Expectations: Emphasize the definition of a pyramid with each row having one less cup.

Encourage Perseverance: Motivate groups to continue despite challenges.

Promote Consensus: Encourage groups to work together and help each other.

Reflect on Failure: Use collapses as a metaphor for overcoming obstacles and improving.

Consider Competitions: Modify the activity for competitive teams and scoring.

#13: Stranded

Helps With: Decision-making, Prioritization, Teamwork

Materials Needed: List of salvaged items, paper, pens

• Present a scenario where teams are stranded and must prioritize items salvaged from a plane crash.
• Provide teams with the same list of ~15 salvaged items.
• Instruct teams to agree on an item ranking with #1 being the most important for survival.
• Teams share and compare their prioritized lists. Identify differences in approach.
• Discuss what factors influenced decisions and how teams worked together to agree on priorities.
• Critical Thinking: Weighing item importance requires analytical thinking and discussion.
• Team Decision-Making: Coming to a consensus fosters team decision-making capabilities.
• Prioritization Skills: Ranking items strengthen prioritization and justification abilities.
• Perspective-Taking: Understanding different prioritizations builds perspective-taking skills.
• Team Cohesion: Collaborating toward a shared goal brings teams closer together.
• Encourage Discussion: Urge teams to discuss all ideas rather than allow single members to dominate.
• Be Engaged: Circulate to listen in on team discussions and pose thought-provoking questions.
• Add Complexity: Introduce scenarios with additional constraints to expand critical thinking.
• Highlight Disagreements: When priorities differ, facilitate constructive discussions on influencing factors.
• Recognize Collaboration: Acknowledge teams that demonstrate exceptional teamwork and communication.

Now let’s look at some common types of problem-solving activities.

Types of Problem-Solving Activities

The most common types of problem-solving activities/exercises are:

• Creative problem-solving activities
• Group problem-solving activities
• Individual problem-solving activities
• Fun problem-solving activities, etc.

In the next segments, we’ll be discussing these types of problem-solving activities in detail. So, keep reading!

Creative Problem-Solving Activities

Creative problem solving (CPS) means using creativity to find new solutions. It involves thinking creatively at first and then evaluating ideas later. For example, think of it like brainstorming fun game ideas, discussing them, and then picking the best one to play.

Some of the most common creative problem-solving activities include:

• Legoman: Building creative structures with LEGO.
• Escape: Solving puzzles to escape a room.
• Frostbite: Finding solutions in challenging situations.
• Minefield: Navigating a field of obstacles.

Group Problem-Solving Activities

Group problem-solving activities are challenges that make teams work together to solve puzzles or overcome obstacles. They enhance teamwork and critical thinking.

For instance, think of a puzzle-solving game where a group must find hidden clues to escape a locked room.

Here are the most common group problem-solving activities you can try in groups:

• A Shrinking Vessel
• Marshmallow Spaghetti Tower
• Cardboard Boat Building Challenge
• Clue Murder Mystery
• Escape Room: Jewel Heist
• Escape Room: Virtual Team Building
• Scavenger Hunt
• Dumbest Idea First

Individual Problem-Solving Activities

As the name suggests, individual problem-solving activities are the tasks that you need to play alone to boost your critical thinking ability. They help you solve problems and stay calm while facing challenges in real life. Like puzzles, they make your brain sharper. Imagine it’s like training your brain muscles to handle tricky situations.

Here are some of the most common individual problem-solving activities:

• Puzzles (jigsaw, crossword, sudoku, etc.)
• Brain teasers
• Logic problems
• Optical illusions
• “Escape room” style games

Fun Problem-Solving Activities

Fun problem-solving activities are enjoyable games that sharpen your critical thinking skills while having a blast. Think of activities like the Legoman challenge, escape rooms, or rolling dice games – they make problem-solving exciting and engaging!

And to be frank, all of the mentioned problem-solving activities are fun if you know how to play and enjoy them as all of them are game-like activities.

Team Problems You Can Address Through Problem Solving Activities

Fun problem-solving activities serve as dynamic tools to address a range of challenges that teams often encounter. These engaging activities foster an environment of collaboration, creativity, and critical thinking, enabling teams to tackle various problems head-on. Here are some common team problems that can be effectively addressed through these activities:

• Communication Breakdowns:  

Activities like “Escape,” “A Shrinking Vessel,” and “Human Knots” emphasize the importance of clear and effective communication. They require teams to work together, exchange ideas, and devise strategies to accomplish a shared goal. By engaging in these activities, team members learn to communicate more efficiently, enhancing overall team communication in real-world situations.

• Lack of Trust and Cohesion:  

Problem-solving activities promote trust and cohesiveness within teams. For instance, “Frostbite” and “Marshmallow Spaghetti Tower” require teams to collaborate closely, trust each other’s ideas, and rely on each member’s strengths. These activities build a sense of unity and trust, which can translate into improved teamwork and collaboration.

• Innovative Thinking:  

“Dumbest Idea First” and “Egg Drop” encourage teams to think outside the box and explore unconventional solutions. These activities challenge teams to be creative and innovative in their problem-solving approaches, fostering a culture of thinking beyond traditional boundaries when faced with complex issues.

• Decision-Making Challenges:  

Activities like “Onethread” facilitate group decision-making by providing a platform for open discussions and collaborative choices. Problem-solving activities require teams to make decisions collectively, teaching them to weigh options, consider different viewpoints, and arrive at informed conclusions—a skill that is transferable to real-world decision-making scenarios.

• Leadership and Role Clarification:  

Activities such as “Frostbite” and “Egg Drop” designate team leaders and roles within groups. This provides an opportunity for team members to practice leadership, delegation, and role-specific tasks. By experiencing leadership dynamics in a controlled setting, teams can improve their leadership skills and better understand their roles in actual projects.

• Problem-Solving Strategies:  

All of the problem-solving activities involve the application of different strategies. Teams learn to analyze problems, break them down into manageable components, and develop systematic approaches for resolution. These strategies can be adapted to real-world challenges, enabling teams to approach complex issues with confidence.

• Team Morale and Engagement:  

Participating in engaging and enjoyable activities boosts team morale and engagement. These activities provide a break from routine tasks, energize team members, and create a positive and fun atmosphere. Elevated team morale can lead to increased motivation and productivity.

The incentives of event prizes can further stimulate the enthusiasm and participation of team members. The choice of prizes is crucial, as it can directly affect the attractiveness and participation of the event. Among them, Medals are essential prizes.

Medals are symbols of honor awarded to winners and represent the value and achievement of an event.

Medals also have a motivational effect, they encourage team members to pursue higher achievements and progress.

Medals are artistic and aesthetic. They are usually designed by designers according to different occasions and themes and have high collection value.

By incorporating these fun problem-solving activities, teams can address a variety of challenges, foster skill development, and build a more cohesive and effective working environment. As teams learn to collaborate, communicate, innovate, and make decisions collectively, they are better equipped to overcome obstacles and achieve shared goals.

The Benefits of Problem Solving Activities for Your Team

#1 Better Thinking

Problem-solving activities bring out the best in team members by encouraging them to contribute their unique ideas. This stimulates better thinking as team managers evaluate different solutions and choose the most suitable ones.

For example, a remote team struggling with communication benefited from quick thinking and the sharing of ideas, leading to the adoption of various communication modes for improved collaboration.

#2 Better Risk Handling

Team building problem solving activities condition individuals to handle risks more effectively. By engaging in challenging situations and finding solutions, team members develop the ability to respond better to stressful circumstances.

#3 Better Communication

Regular communication among team members is crucial for efficient problem-solving. Engaging in problem-solving activities fosters cooperation and communication within the team, resulting in better understanding and collaboration. Using tools like OneThread can further enhance team communication and accountability.

#4 Improved Productivity Output

When teams work cohesively, overall productivity improves, leading to enhanced profit margins for the company or organization. Involving managers and team members in problem-solving activities can positively impact the company’s growth and profitability.

How Onethread Enhances the Effect of Problem Solving Activities

Problem-solving activities within teams thrive on collaborative efforts and shared perspectives. Onethread emerges as a potent facilitator, enabling teams to collectively tackle challenges and harness diverse viewpoints with precision. Here’s a comprehensive view of how Onethread amplifies team collaboration in problem-solving initiatives:

Open Channels for Discussion:

Onethread’s real-time messaging feature serves as a dedicated hub for open and seamless discussions. Teams can engage in brainstorming sessions, share insightful observations, and propose innovative solutions within a flexible environment. Asynchronous communication empowers members to contribute their insights at their convenience, fostering comprehensive problem analysis with ample deliberation.

Centralized Sharing of Resources:

Effective problem-solving often hinges on access to pertinent resources. Onethread’s document sharing functionality ensures that critical information, references, and research findings are centralized and readily accessible. This eradicates the need for cumbersome email attachments and enables team members to collaborate with precise and up-to-date data.

Efficient Task Allocation and Monitoring:

Problem-solving journeys comprise a series of tasks and actions. Onethread’s task management capability streamlines the delegation of specific responsibilities to team members. Assign tasks related to research, data analysis, or solution implementation and monitor progress in real time. This cultivates a sense of accountability and guarantees comprehensive coverage of every facet of the problem-solving process.

Facilitated Collaborative Decision-Making: Navigating intricate problems often demands collective decision-making. Onethread’s collaborative ecosystem empowers teams to deliberate over potential solutions, assess pros and cons, and make well-informed choices. Transparent discussions ensure that decisions are comprehensively comprehended and supported by the entire team.

Seamless Documentation and Insights Sharing:

As the problem-solving journey unfolds, the accumulation of insights and conclusions becomes pivotal. Onethread’s collaborative document editing feature empowers teams to document their discoveries, chronicle the steps undertaken, and showcase successful solutions. This shared repository of documentation serves as a valuable resource for future reference and continuous learning.

With Onethread orchestrating the backdrop, team collaboration during problem-solving activities transforms into a harmonious fusion of insights, ideas, and actionable steps.

What are the 5 problem-solving skills?

The top 5 problem-solving skills in 2023 are critical thinking, creativity, emotional intelligence, adaptability, and data literacy. Most employers seek these skills in their workforce.

What are the steps of problem-solving?

Problem-solving steps are as follows: 1. Define the problem clearly. 2. Analyze the issue in detail. 3. Generate potential solutions. 4. Evaluate these options. 5. Choose the best solution. 6. Put the chosen solution into action. 7. Measure the outcomes to assess effectiveness and improvements made. These sequential steps assist in efficient and effective problem resolution.

How do you teach problem-solving skills?

Teaching problem-solving involves modelling effective methods within a context, helping students grasp the problem, dedicating ample time, asking guiding questions, and giving suggestions. Connect errors to misconceptions to enhance understanding, fostering a straightforward approach to building problem-solving skills.

So here is all about “activities for problem solving”.No matter which activity you choose, engaging in problem-solving activities not only provides entertainment but also helps enhance cognitive abilities such as critical thinking, decision making, and creativity. So why not make problem solving a regular part of your routine?

Take some time each day or week to engage in these activities and watch as your problem-solving skills grow stronger. Plus, it’s an enjoyable way to pass the time and challenge yourself mentally.

So go ahead, grab a puzzle or gather some friends for a game night – get ready to have fun while sharpening your problem-solving skills!

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Is Your Team Solving Problems, or Just Identifying Them?

by Rebecca Knight

Summary .   

Some teams are really good at identifying problems. When colleagues propose new ideas, team members readily ask tough questions and point out risks. But they ought to be providing constructive feedback as well. How can you encourage team members to think more creatively about solving problems? For starters, they need to see you doing it. Be a role model. Say: “We’re going to talk about solutions; I don’t want to hear about obstacles just yet. And I am going to get us started.” Ask others to contribute to the conversation. Be disarming. Make sure they know their ideas need not be perfect. When you encounter skepticism, ask probing questions. What could we do differently? How could risks be mitigated? Simple things like creating a trigger word to remind employees to be solutions-oriented can make a big difference. That way, if the conversation veers off course, colleagues can help get it back on track.

Some teams are really good at spotting potential problems. When colleagues present new ideas or propose new initiatives, team members readily ask tough questions and point out possible risks. But team members ought to provide constructive feedback as well. How can you, the manager, help change the culture on your team from one that’s focused on identifying problems to one that fixes them? How can you set new norms that engender a positive tone? And what’s the best way to reward employees for thinking critically while also making helpful suggestions?

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How to Improve Problem-Solving on a Team: Tips for Success

Have you ever been on a team where solving problems seemed impossible? Maybe it felt like everyone was talking at once, or no one was listening to each other's ideas. It's frustrating when you know there's a solution out there, but your team just can't seem to find it.

The good news is that there are ways to improve your team's problem-solving skills. By following a few tips and strategies, you can help your team work together more effectively and find solutions to even the toughest challenges.

In this article, we'll explore some of the best ways to improve problem-solving on a team and increase your chances of success. Whether you're working on a project at school or tackling a complex business problem, these tips will help you get the results you need.

Team problem-solving is critical to success in the workplace. When we work in teams, we bring together different perspectives, expertise, and experience that help to generate innovative solutions to complex problems. However, achieving effective problem-solving in a team setting is often easier said than done. In this article, we will explore how you can improve problem-solving on a team to achieve success.

Understanding the Importance of Team Problem-Solving

Effective problem-solving in a team setting can yield numerous benefits. The collective knowledge and experience of a team can lead to more creative and innovative solutions that may not be possible through individual efforts. Additionally, team problem-solving can help to build stronger relationships and foster better teamwork, as team members learn to work collaboratively and communicate openly with one another.

Team problem-solving is an essential skill in the workplace, as it can help organizations to overcome challenges and achieve their goals. When teams work together to solve problems, they can come up with solutions that are more effective and efficient than those developed by individuals working alone. This can lead to increased productivity, improved performance, and better outcomes for the organization as a whole.

The Benefits of Effective Problem-Solving in a Team

Here are some of the key advantages of effective problem-solving in a team:

• Greater innovation and creativity: When team members collaborate to solve problems, they can draw on a wider range of perspectives and ideas, leading to more innovative solutions.
• Faster decision-making: Teams can make decisions more quickly than individuals, as they can divide tasks and responsibilities among team members.
• Improved communication and collaboration: Team problem-solving requires open communication and collaboration, which can help to build stronger relationships and trust among team members.
• Stronger relationships and trust among team members: When team members work together to solve problems, they develop a deeper understanding of each other's strengths and weaknesses, leading to stronger relationships and greater trust.

Effective team problem-solving requires a range of skills, including active listening, critical thinking, and effective communication. Team members must be willing to listen to each other's ideas and perspectives, ask questions, and provide constructive feedback. They must also be able to work collaboratively, dividing tasks and responsibilities in a way that allows each team member to contribute their unique skills and expertise.

Challenges Faced by Teams During Problem-Solving

Despite the benefits of team problem-solving, there are several challenges that teams may face during the process. These challenges include:

• Lack of trust or open communication among team members: When team members do not trust each other or are not willing to communicate openly, it can be difficult to work collaboratively to solve problems.
• Differing perspectives and approaches to problem-solving: Team members may have different ideas about how to approach a problem, leading to disagreements and conflicts.
• Ineffective leadership or unclear goals and objectives: Without clear leadership and goals, teams may struggle to stay focused and work effectively together.
• Difficulty managing conflicts or disagreements within the team: When conflicts arise, it can be challenging to manage them effectively and find a resolution that satisfies all team members.

Despite these challenges, effective team problem-solving is an essential skill for any organization. By working together to overcome challenges and find innovative solutions, teams can achieve their goals and drive success for the organization as a whole.

Building a Strong Foundation for Team Problem-Solving

Effective problem-solving as a team requires a strong foundation that is built on clear goals and objectives, open communication and trust, and a culture of collaboration and inclusivity. When teams work together towards a common goal, they can achieve more than any individual can on their own. In this article, we will explore some tips for building a strong foundation for team problem-solving.

Establishing Clear Goals and Objectives

When working as a team, it is important to have a clear understanding of the problem at hand and the desired outcome. This involves defining the problem, identifying the objectives, and understanding the constraints and resources available. Establishing clear goals and objectives will help the team focus their efforts and work towards a common goal.

For example, if the team is working on a software development project, the problem might be to improve the user experience of an existing product. The objectives might be to identify pain points in the current user experience, design and implement new features that address these pain points, and test the new features to ensure they meet user needs.

By establishing clear goals and objectives, the team can work together more efficiently and effectively. This helps to ensure that everyone is on the same page and working towards the same end goal.

Encouraging Open Communication and Trust

Open communication and trust are essential components of effective problem-solving in a team setting. Team members should be encouraged to share their thoughts, ideas, and concerns openly and honestly. This helps to build trust among team members and fosters a culture of collaboration and inclusivity.

When team members feel comfortable sharing their ideas and concerns, they are more likely to contribute to the problem-solving process. This can lead to better solutions and more creative ideas. Additionally, when team members trust each other, they are more likely to work together effectively and support each other through challenges.

Fostering a Culture of Collaboration and Inclusivity

Team problem-solving should be a collaborative process that encourages participation and inclusivity. This means ensuring that everyone on the team has the opportunity to contribute their unique skills, experiences, and perspectives. Building a culture of collaboration and inclusivity will enhance the problem-solving process and foster better teamwork among team members.

For example, if the team is working on a marketing campaign, team members with different backgrounds and skill sets might contribute in different ways. A graphic designer might contribute by creating visuals for the campaign, while a copywriter might contribute by writing the copy. By fostering a culture of collaboration and inclusivity, the team can leverage everyone's unique strengths and perspectives to create a more effective campaign.

In conclusion, building a strong foundation for team problem-solving requires clear goals and objectives, open communication and trust, and a culture of collaboration and inclusivity. When teams work together towards a common goal, they can achieve great things. By following these tips, your team can establish a strong foundation for effective problem-solving.

Implementing Effective Problem-Solving Techniques

Once your team has established a strong foundation for problem-solving, it is time to implement effective techniques to solve the problem at hand. Here are some techniques that can help:

Brainstorming and Idea Generation

Brainstorming is a popular technique for generating ideas and solutions in a team setting. It involves gathering as many ideas as possible, without criticism or judgment. This allows team members to think creatively and freely, which can lead to innovative solutions.

During a brainstorming session, it is important to encourage all team members to participate and share their ideas. One way to do this is to set a time limit for the session and to assign a facilitator who can guide the discussion and keep the conversation focused. It is also important to record all ideas and to review them later to identify the most promising solutions.

The Six Thinking Hats Method

The Six Thinking Hats method is a structured approach to problem-solving that involves looking at a problem from different perspectives. It involves assigning different roles to each team member, who will then approach the problem from a specific point of view. This process can help to generate a wider range of ideas and perspectives.

The six roles in the Six Thinking Hats method are:

• The white hat, which focuses on facts and information
• The red hat, which focuses on emotions and feelings
• The black hat, which focuses on risks and potential problems
• The yellow hat, which focuses on benefits and opportunities
• The green hat, which focuses on creativity and new ideas
• The blue hat, which focuses on the big picture and the overall process

By assigning each team member a different role, the Six Thinking Hats method encourages them to approach the problem from a fresh perspective and to consider all aspects of the problem.

The 5 Whys Technique

The 5 Whys technique is a simple but effective problem-solving technique that involves asking "why" five times in succession to get to the root cause of a problem. By identifying the underlying cause of a problem, teams can develop more effective solutions.

For example, if the problem is a product defect, the team might ask:

• Why did the product fail?
• Why was the component not working properly?
• Why was the component not manufactured correctly?
• Why was the manufacturing process not monitored closely?
• Why was the manufacturing process not designed to catch this type of error?

By identifying the root cause of the problem, the team can develop solutions that address the underlying issue, rather than just treating the symptoms.

SWOT Analysis

SWOT analysis is a strategic planning tool that can be useful in problem-solving. It involves identifying the strengths, weaknesses, opportunities, and threats related to a problem. This analysis can help teams to identify potential solutions and develop an action plan.

To conduct a SWOT analysis, the team should:

• Identify the strengths of the current situation
• Identify the weaknesses of the current situation
• Identify the opportunities that could be pursued
• Identify the threats that could hinder progress

By considering all of these factors, the team can develop a comprehensive understanding of the problem and its potential solutions.

Enhancing Team Dynamics for Better Problem-Solving

Effective problem-solving is not just about techniques and strategies—it also involves enhancing team dynamics to foster better communication, collaboration, and understanding. Here are some ways to improve team dynamics:

Identifying and Leveraging Individual Strengths

Teams are made up of individuals with unique strengths and skills. By identifying these strengths, teams can leverage them to achieve better problem-solving outcomes. Team members should be encouraged to share their skills and expertise, and their contributions should be recognized and appreciated.

Promoting Active Listening and Empathy

Active listening and empathy are essential components of effective problem-solving in a team setting. Team members should be encouraged to listen actively to one another, seek to understand each other's perspectives, and show empathy towards each other's feelings and concerns.

Managing Conflicts and Disagreements Constructively

Conflicts and disagreements are inevitable in a team setting. However, it is important to manage these conflicts constructively to avoid damaging team dynamics. Teams should establish clear guidelines for conflict resolution and ensure that disagreements are addressed respectfully and openly.

The Bottom Line

Effective problem-solving in a team setting requires a combination of strong teamwork, effective communication, and innovative problem-solving techniques. By following the tips and strategies outlined in this article, you can improve problem-solving on your team and achieve success.

About the author

Founder & Chief Icebreaker

I started Icebreaker Spot because I truly believe that strong connections are the foundation of successful teams. I wanted to create a platform that would make it easy for people to find and share icebreakers and team building activities, empowering them to build trust, foster collaboration, and ultimately, achieve greatness together.

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The importance of teamwork in the workplace with tips to improve

You've likely heard the saying, “The whole is greater than the sum of its parts.” And while Aristotle was not referring to teamwork, the statement expresses the main goal of building a great team. The importance of teamwork lies in its ability to achieve far more than individuals working alone. Why is teamwork important in the workplace? It combines diverse skills and perspectives, enhancing creativity and problem-solving, while boosting employee engagement and morale.

Effective teamwork fosters faster learning, improves communication, and builds stronger relationships and trust among members. When teams share responsibilities, they increase productivity and adaptability, driving organizational success by creating a supportive and efficient work environment.

Let’s take a look at the importance of teams and how to make teamwork work in the workplace.

Why is teamwork so important?

Teamwork is vital in the workplace as it harnesses diverse skills and perspectives, enhancing creativity and problem-solving. It boosts employee engagement and morale, fosters faster learning, and improves communication.

By sharing responsibilities, teams increase productivity and adaptability, building stronger relationships and trust among members. Ultimately, effective teamwork drives organizational success by creating a supportive and efficient work environment.

18 benefits of teamwork in the workplace

It’s clear that teamwork is important, but identifying the benefits isn’t always straightforward. Here are 18 reasons why teamwork is a crucial element of any efficient workplace.

1. Brings new ideas

All businesses need fresh ideas to pull the company forward and achieve team goals . The competitive nature of business requires employees to find fresh ways to innovate and inspire growth . Without teamwork, many creative ideas  may go undiscovered.

Some employees may feel shy or unsure of themselves  at first. However, with enough encouragement , even the most unlikely of employees may have something brilliant to bring to the table.

Give your workforce a voice, and what they say may surprise you.

2. Helps solve problems

Problem-solving forms a huge part of any successful business. And the odds of one person knowing the best answer for how to address a problem is unlikely. More likely, most problems or opportunities require a variety of skills, perspectives, and knowledge. 

A team is more likely to bring the perspectives and experiences that solve a problem than one person on their own.

Teamwork is about more than brainstorming — getting some ideas on the table is just the beginning. Think of it as collective troubleshooting. The more perspectives you have , the more likely you are to solve the problem.

Brainstorming creates an open arena for the exchange of thoughts. It has other benefits besides generating ideas. A study by NIU researchers found that brainstorming can be used to build cohesiveness , which in turn can lessen employee turnover and increase employee commitment.

3. Encourages unity in the workplace

A sense of unity in the workplace is really important for high employee engagement levels and job satisfaction . Society likes to divide us and focus on the ways in which we are different. But by recognizing the importance of teamwork, you can motivate camaraderie amongst your employees .

Teamwork improves when everyone feels heard , seen, and recognized for their value as an employee and as an individual. Promoting a sense of community and social connection within the workplace offers fulfillment. It helps employees foster a much-needed sense of belonging .

4. Builds morale

Building morale gives employees the strength they need to push forward and take their profession to the next level . Working as a team can boost morale levels by keeping spirits high and can even allow people to have fun while they work .

Teamwork motivates employees to trust and rely on one another . This encourages friendship and respect for everyone around them. By advocating for teamwork and positive working relationships, you can strengthen company morale and keep everyone feeling satisfied.

5. Promotes learning and development

Being part of a team allows people who wouldn’t normally speak up to share their points of view. Their insights and perceptions could be really valuable to the business.

Promoting team-building activities means that information is more evenly distributed. And it creates peer-to-peer learning opportunities, helping individuals develop their skills and expertise more rapidly. By learning from one another, employees can leverage the knowledge and experience of their colleagues.

Hosting collaborative team-building activities provides a great opportunity to teach employees new skills . Plus, it keeps the energy of the office light and fresh ( whether working in an office or remotely ).

6. Teams innovate faster

Innovation  is a critical component of any forward-thinking company. Teamwork is a great way to nurture it. Many of the best ideas your company has will come from its employees. But they won’t be able to share their innovations unless you open up the floor.

Empower your employees  by giving them the opportunity to exercise real collaboration . Get them to work as a team on certain projects. With the power of everyone’s minds combined, true innovation can naturally develop.

Bouncing ideas off one another is an essential part of company progress. Bringing everyone together as a group can help those ideas loosen up and start taking form. The best innovations often require the input of more than one person, which is why it’s better to succeed as a team.

7. Teams self-monitor

Contrary to popular belief, being part of a team can actually make you more independent. When you’re working as a group, those who don’t pull their weight are quickly left behind. All while more responsible team members go the extra mile.

Introducing teamwork exercises can help employees learn what their strengths and weaknesses are. This way, they can learn how best to contribute and put their skills to use.

Many people feel uncertain about their roles within the workplace. However, teamwork exercises can teach them to take ownership of their positions. It encourages them to develop accountability for their role in achieving team goals.

8. Provides improved efficiency and productivity

Your business is only as good as the people you employ. Individuals create real motion when acting cohesively.

An organization that develops strong teamwork skills is often a more efficient and productive workforce. It bundles everyone’s skills, ideas, and experiences to build something new. Working together saves time and provides everyone with more energy  to focus on getting the job done.

By getting your employees to work as a team, you can improve the productivity levels of everyone present. You can actualize innovative ideas with more efficiency, making the importance of teamwork clear.

9. Creates healthy competition

Sometimes, teamwork opens up the possibility to overcome challenges  that cannot be done alone. There’s nothing like a little competition to get people pushing their limits. Teamwork is one way to rally employees against whatever challenges your company is facing.

Healthy competition can invigorate employees and spur each other on to solve problems. Some research studies suggest that workplace competition can motivate employees and make them put in more effort .

Teamwork can also provide employees with the opportunity to exercise compromise  and learn how to deal with team conflict .

10. Promotes workplace synergy

Synergy is what happens when two or more groups come together and act as one to achieve something great. Workplace synergy is important for business momentum. It directly reflects how cooperative a group of employees really is.

Asking a group of individuals to work together to accomplish a common goal is the ultimate test of strength and potential. If you want to see how far your business can really go, assembling a strong, communicative, and innovative group of people is crucial to success.

Teamwork in the workplace requires compromise, sacrifice, perseverance, and many more positive attributes. The best way to promote a high standard of workplace synergy is through teamwork growth.

11. Teamwork soothes burnout

Burnout is a growing concern in today's workplaces . Teamwork can mitigate this by spreading the workload and providing emotional support. When employees collaborate, they can lean on each other during challenging times, reducing stress and preventing burnout . This supportive environment helps maintain overall well-being and job satisfaction .

Team building activities can contribute to employee well-being by alleviating stress, boosting morale, and creating a positive work-life balance. This helps reduce burnout and improve overall job satisfaction.

12. Boosts employee retention

High employee turnover can be costly and disruptive . Teamwork helps boost employee retention by creating a sense of belonging and loyalty among team members. When employees feel connected to their colleagues and enjoy a collaborative work environment, they are more likely to stay with the company long-term. This stability benefits both the employees and the organization.

13. Better quality work

Collaboration often leads to higher quality work . When team members bring their diverse skills and perspectives to a project, they can refine ideas and solutions, resulting in superior outcomes. Peer reviews and feedback within a team also ensure that the work meets high standards before it is finalized. Teamwork, therefore, directly contributes to better quality work.

14. Building trust

Trust is the foundation of any successful team. By working together and relying on one another, team members build strong relationships based on trust . This trust fosters open communication, where employees feel safe to share ideas and take risks . Over time, a high-trust environment leads to more effective collaboration and greater team success.

15. Deveops complementary skills

Every team member brings unique skills to the table. Teamwork leverages these complementary skills to achieve goals that might be impossible for an individual. For example, one team member's strength in creative thinking can be complemented by another's analytical abilities. This blend of skills ensures that the team can tackle a wide range of challenges effectively.

16. Increases diversity of thought

Diversity within a team brings a wealth of perspectives and ideas . Teams that embrace diversity are more innovative and adaptable. Different cultural backgrounds , experiences, and viewpoints can spark creativity and drive better decision-making. Promoting diversity within teams not only enhances performance but also fosters an inclusive workplace culture.

17. Teamwork motivates individuals

Working as part of a team can be incredibly motivating . When employees see their contributions leading to collective success, it inspires them to perform even better. This shared sense of purpose and achievement fuels individual motivation and drives the entire team to reach new heights.

18. Teamwork boosts employee engagement

Engaged employees are more productive and committed to their work. Teamwork plays a significant role in boosting engagement by creating a sense of community and shared purpose. 

Research by ADP found that employees who feel part of a team are more than twice as likely to be fully engaged compared to those who don't. A Deloitte survey also found that workers are 34% happier with their workplace when collaboration and innovation are encouraged.

When employees feel connected to their team and understand how their work contributes to the overall goals, they are more likely to stay engaged and motivated.

5 tips to facilitate teamwork at work

• Encourage everyone to share ideas and feedback by having regular group meetings and using apps like Slack or Microsoft Teams to chat async .
• Make sure everyone knows the team goals and their part in reaching them by using collaboration tools like Asana or Trello to assign tasks and track progress.
• Build trust by recognizing each person's strengths and assigning tasks that match those strengths, like giving the most organized person the job of keeping track of details.
• Plan fun team activities, like outings or virtual game nights, to help everyone get to know each other and work better together.
• Lead by example by working with your team on projects, thanking people for their help in team meetings, and making sure everyone gets credit for their contributions.

The bottom line on the importance of teamwork 

When it comes to tackling new challenges, the importance of teamwork is impossible to underestimate. It’s the glue that holds everyone together.

Teamwork ensures that momentum is consistently maintained. In business, that momentum is precious. Any methods of increasing efficiency must be taken seriously.

Being part of a team fortifies the bond between individual employees. It allows them to embrace their position within the greater system of the workforce.

When the workload is shared between everyone, things get done faster and more efficiently. This provides everyone with a sense of pride and confidence in the role they play.

But more than that, as a manager, you cannot succeed if you aren't developing effective teams. Teamwork is critical for agility.

With a wide range of specialized packages and coaching options, a BetterUp Coach can support your business in its journey. The keys to unlocking peak teamwork synergy in the workplace for both your in-person and virtual teams  are in your hands.

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Maggie Wooll is a researcher, author, and speaker focused on the evolving future of work. Formerly the lead researcher at the Deloitte Center for the Edge, she holds a Bachelor of Science in Education from Princeton University and an MBA from the University of Virginia Darden School of Business. Maggie is passionate about creating better work and greater opportunities for all.

7 Critical teamwork skills and how to develop them

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Complex Problem Solving in Teams: The Impact of Collective Orientation on Team Process Demands

Associated data.

Complex problem solving is challenging and a high-level cognitive process for individuals. When analyzing complex problem solving in teams, an additional, new dimension has to be considered, as teamwork processes increase the requirements already put on individual team members. After introducing an idealized teamwork process model, that complex problem solving teams pass through, and integrating the relevant teamwork skills for interdependently working teams into the model and combining it with the four kinds of team processes (transition, action, interpersonal, and learning processes), the paper demonstrates the importance of fulfilling team process demands for successful complex problem solving within teams. Therefore, results from a controlled team study within complex situations are presented. The study focused on factors that influence action processes, like coordination, such as emergent states like collective orientation, cohesion, and trust and that dynamically enable effective teamwork in complex situations. Before conducting the experiments, participants were divided by median split into two-person teams with either high ( n = 58) or low ( n = 58) collective orientation values. The study was conducted with the microworld C3Fire, simulating dynamic decision making, and acting in complex situations within a teamwork context. The microworld includes interdependent tasks such as extinguishing forest fires or protecting houses. Two firefighting scenarios had been developed, which takes a maximum of 15 min each. All teams worked on these two scenarios. Coordination within the team and the resulting team performance were calculated based on a log-file analysis. The results show that no relationships between trust and action processes and team performance exist. Likewise, no relationships were found for cohesion. Only collective orientation of team members positively influences team performance in complex environments mediated by action processes such as coordination within the team. The results are discussed in relation to previous empirical findings and to learning processes within the team with a focus on feedback strategies.

Introduction

Complex problems in organizational contexts are seldom solved by individuals. Generally, interdependently working teams of experts deal with complex problems (Fiore et al., 2010 ), which are characterized by element interactivity/ interconnectedness, dynamic developments, non-transparency and multiple, and/or conflicting goals (Dörner et al., 1983 ; Brehmer, 1992 ; Funke, 1995 ). Complex problem solving “takes place for reducing the barrier between a given start state and an intended goal state with the help of cognitive activities and behavior. Start state, intended goal state, and barriers prove complexity, change dynamically over time, and can be partially intransparent” (Funke, 2012 , p. 682). Teams dealing with complex problems in interdependent work contexts, for example in disaster, crisis or accident management, are called High Responsibility Teams. They are named High Responsibility Teams (HRTs; Hagemann, 2011 ; Hagemann et al., 2011 ) due to their dynamic and often unpredictable working conditions and demanding work contexts, in which technical faults and slips have severe consequences for human beings and the environment if they are not identified and resolved within the team immediately (Kluge et al., 2009 ). HRTs bear responsibility regarding lives of third parties and their own lives based on their actions and consequences.

The context of interdependently working HRTs, dealing with complex problems, is described as follows (Zsambok, 1997 ): Members of interdependently working teams have to reach ill-defined or competing goals in common in poor structured, non-transparent and dynamically changing situations under the consideration of rules of engagement and based on several cycles of joint action. Some or all goals are critical in terms of time and the consequences of actions result in decision-based outcomes with high importance for the culture (e.g., human life). In HRT contexts, added to the features of the complexity of the problem, is the complexity of relationships, which is called social complexity (Dörner, 1989/2003 ) or crew coordination complexity (Kluge, 2014 ), which results from the interconnectedness between multiple agents through coordination requirements. The dynamic control aspect of the continuous process is coupled with the need to coordinate multiple highly interactive processes imposing high coordination demands (Roth and Woods, 1988 ; Waller et al., 2004 ; Hagemann et al., 2012 ).

Within this article, it is important to us to describe the theoretical background of complex problem solving in teams in depth and to combine different but compatible theoretical approaches, in order to demonstrate their theoretical and practical use in the context of the analysis of complex problem solving in teams. In Industrial and Organizational Psychology, a detailed description of tasks and work contexts that are in the focus of the analysis is essential. The individual or team task is the point of intersection between organization and individual as a “psychologically most relevant part” of the working conditions (Ulich, 1995 ). Thus, the tasks and the teamwork context of teams that deal with complex problems is of high relevance in the present paper. We will comprehensively describe the context of complex problem solving in teams by introducing a model of an idealized teamwork process that complex problem solving teams pass through and extensively integrate the relevant teamwork skills for these interdependently working teams into the idealized teamwork process model.

Furthermore, we will highlight the episodic aspect concerning complex problem solving in teams and combine the agreed on transition, action, interpersonal and learning processes of teamwork with the idealized teamwork process model. Because we are interested in investigating teamwork competencies and action processes of complex problem solving teams, we will analyze the indirect effect of collective orientation on team performance through the teams' coordination behavior. The focusing of the study will be owed to its validity. Even though that we know that more aspects of the theoretical framework might be of interest and could be analyzed, we will focus on a detail within the laboratory experiment for getting reliable and valid results.

Goal, task, and outcome interdependence in teamwork

Concerning interdependence, teamwork research focuses on three designated features, which are in accordance with general process models of human action (Hertel et al., 2004 ). One type is goal interdependence, which refers to the degree to which teams have distinct goals as well as a linkage between individual members and team goals (Campion et al., 1993 ; Wageman, 1995 ). A second type is task interdependence, which refers to the interaction between team members. The team members depend on each other for work accomplishment, and the actions of one member have strong implications for the work process of all members (Shea and Guzzo, 1987 ; Campion et al., 1993 ; Hertel et al., 2004 ). The third type is outcome interdependence, which is defined as the extent to which one team member's outcomes depend on the performance of other members (Wageman, 1995 ). Accordingly, the rewards for each member are based on the total team performance (Hertel et al., 2004 ). This can occur, for instance, if a team receives a reward based on specific performance criteria. Although interdependence is often the reason why teams are formed in the first place, and it is stated as a defining attribute of teams (Salas et al., 2008 ), different levels of task interdependence exist (Van de Ven et al., 1976 ; Arthur et al., 2005 ).

The workflow pattern of teams can be

• Independent or pooled (activities are performed separately),
• Sequential (activities flow from one member to another in a unidirectional manner),
• Reciprocal (activities flow between team members in a back and forth manner) or
• Intensive (team members must simultaneously diagnose, problem-solve, and coordinate as a team to accomplish a task).

Teams that deal with complex problems work within intensive interdependence, which requires greater coordination patterns compared to lower levels of interdependence (Van de Ven et al., 1976 ; Wageman, 1995 ) and necessitates mutual adjustments as well as frequent interaction and information integration within the team (Gibson, 1999 ; Stajkovic et al., 2009 ).

Thus, in addition to the cognitive requirements related to information processing (e.g., encoding, storage and retrieval processes (Hinsz et al., 1997 ), simultaneously representing and anticipating the dynamic elements and predicting future states of the problem, balancing contradictory objectives and decide on the right timing for actions to execute) of individual team members, the interconnectedness between the experts in the team imposes high team process demands on the team members. These team process demands follow from the required interdependent actions of all team members for effectively using all resources, such as equipment, money, time, and expertise, to reach high team performance (Marks et al., 2001 ). Examples for team process demands are the communication for building a shared situation awareness, negotiating conflicting perspectives on how to proceed or coordinating and orchestrating actions of all team members.

A comprehensive model of the idealized teamwork process

The cognitive requirements, that complex problem solving teams face, and the team process demands are consolidated within our model of an idealized teamwork process in Figure ​ Figure1 1 (Hagemann, 2011 ; Kluge et al., 2014 ). Individual and team processes converge sequential and in parallel and influencing factors as well as process demands concerning complex problem solving in teams can be extracted. The core elements of the model are situation awareness, information transfer, individual and shared mental models, coordination and leadership, and decision making.

Relevant teamwork skills (orange color) for interdependently working teams (see Wilson et al., 2010 ) integrated into the model of an idealized teamwork process.

Complex problem solving teams are responsible for finding solutions and reaching specified goals. Based on the overall goals various sub goals will be identified at the beginning of the teamwork process in the course of mission analysis, strategy formulation and planning, all aspects of the transition phase (Marks et al., 2001 ). The transition phase processes occur during periods of time when teams focus predominantly on evaluation and/or planning activities. The identified and communicated goals within the team represent relevant input variables for each team member in order to build up a Situation Awareness (SA). SA contains three steps and is the foundation for an ideal and goal directed collaboration within a team (Endsley, 1999 ; Flin et al., 2008 ). The individual SA is the start and end within the idealized teamwork process model. SA means the assessment of a situation which is important for complex problem solving teams, as they work based on the division of labor as well as interdependently and each team member needs to achieve a correct SA and to share it within the team. Each single team member needs to utilize all technical and interpersonal resources in order to collect and interpret up-to-date goal directed information and to share this information with other team members via “closed-loop communication.”

This information transfer focuses on sending and receiving single SA between team members in order to build up a Shared Situation Awareness (SSA). Overlapping cuts of individual SA are synchronized within the team and a bigger picture of the situation is developed. Creating a SSA means sharing a common perspective of the members concerning current events within their environment, their meaning and their future development. This shared perspective enables problem-solving teams to attain high performance standards through corresponding and goal directed actions (Cannon-Bowers et al., 1993 ).

Expectations of each team member based on briefings, individual mental models and interpositional knowledge influence the SA, the information transfer and the consolidation process. Mental models are internal and cognitive representations of relations and processes (e.g., execution of tactics) between various aspects or elements of a situation. They help team members to describe, explain and predict circumstances (Mathieu et al., 2000 ). Mental models possess knowledge elements required by team members in order to assess a current situation in terms of SA. Interpositional knowledge refers to an individual understanding concerning the tasks and duties of all team members, in order to develop an understanding about the impact of own actions on the actions of other team members and vice versa. It supports the team in identifying the information needs and the amount of required help of other members and in avoiding team conflicts (Smith-Jentsch et al., 2001 ). This knowledge is the foundation for anticipating the team members' needs for information and it is important for matching information within the team.

Based on the information matching process within the team, a common understanding of the problem, the goals and the current situation is developed in terms of a Shared Mental Model (SMM), which is important for the subsequent decisions. SMM are commonly shared mental models within a team and refer to the organized knowledge structures of all team members, that are shared with each other and which enable the team to interact goal-oriented (Mathieu et al., 2000 ). SMM help complex problem solving teams during high workload to adapt fast and efficiently to changing situations (Waller et al., 2004 ). They also enhance the teams' performance and communication processes (Cannon-Bowers et al., 1993 ; Mathieu et al., 2000 ). Especially under time pressure and in crucial situations when overt verbal communication and explicit coordination is not applicable, SMM are fundamental in order to coordinate implicitly. This information matching process fosters the building of a shared understanding of the current situation and the required actions. In order to do so teamwork skills (see Wilson et al., 2010 ) such as communication, coordination , and cooperation within the team are vitally important. Figure ​ Figure1 1 incorporates the teamwork skills into the model of an idealized teamwork process.

Depending on the shared knowledge and SA within the team, the coordination can be based either on well-known procedures or shared expectations within the team or on explicit communication based on task specific phraseology or closed-loop communication. Cooperation needs mutual performance monitoring within the team, for example, in order to apply task strategies to accurately monitor teammate performance and prevent errors (Salas et al., 2005 ). Cooperation also needs backup behavior of each team member, for example, and continuous actions in reference to the collective events. The anticipation of other team members' needs under high workload maintains the teams' performance and the well-being of each team member (Badke-Schaub, 2008 ). A successful pass through the teamwork process model also depends e.g., on the trust and the cohesion within the team and the collective orientation of each team member.

Collective orientation (CO) is defined “as the propensity to work in a collective manner in team settings” (Driskell et al., 2010 , p. 317). Highly collectively oriented people work with others on a task-activity and team-activity track (Morgan et al., 1993 ) in a goal-oriented manner, seek others' input, contribute to team outcomes, enjoy team membership, and value cooperativeness more than power (Driskell et al., 2010 ). Thus, teams with collectively oriented members perform better than teams with non-collectively oriented members (Driskell and Salas, 1992 ). CO, trust and cohesion as well as other coordination and cooperation skills are so called emergent sates that represent cognitive, affective, and motivational states, and not traits, of teams and team members, and which are influenced, for example, by team experience, so that emergent states can be considered as team inputs but also as team outcomes (Marks et al., 2001 ).

Based on the information matching process the complex problem solving team or the team leader needs to make decisions in order to execute actions. The task prioritization and distribution is an integrated part of this step (Waller et al., 2004 ). Depending on the progress of the dynamic, non-transparent and heavily foreseeable situation tasks have to be re-prioritized during episodes of teamwork. Episodes are “temporal cycles of goal-directed activity” in which teams perform (Marks et al., 2001 , p. 359). Thus, the team acts adaptive and is able to react flexible to situation changes. The team coordinates implicitly when each team member knows what he/she has to do in his/her job, what the others expect from him/her and how he/she interacts with the others. In contrast, when abnormal events occur and they are recognized during SA processes, the team starts coordinating explicitly via communication, for example. Via closed-loop communication and based on interpositional knowledge new strategies are communicated within the team and tasks are re-prioritized.

The result of the decision making and action taking flows back into the individual SA and the as-is state will be compared with the original goals. This model of an idealized teamwork process (Figure ​ (Figure1) 1 ) is a regulator circuit with feedback loops, which enables a team to adapt flexible to changing environments and goals. The foundation of this model is the classic Input-Process-Outcome (IPO) framework (Hackman, 1987 ) with a strong focus on the process part. IPO models view processes as mechanisms linking variables such as member, team, or organizational features with outcomes such as performance quality and quantity or members' reactions. This mediating mechanism, the team process , can be defined as “members' interdependent acts that convert inputs to outcomes through cognitive, verbal, and behavioral activities directed toward organizing taskwork to achieve collective goals” (Marks et al., 2001 , p. 357). That means team members interact interdependently with other members as well as with their environment. These cognitive, verbal, and behavioral activities directed toward taskwork and goal attainment are represented as gathering situation awareness, communication, coordination, cooperation, the consolidation of information, and task prioritization within our model of an idealized teamwork process. Within the context of complex problem solving, teams have to face team process demands in addition to cognitive challenges related to individual information processing. That means teamwork processes and taskwork to solve complex problems co-occur, the processes guide the execution of taskwork.

The dynamic nature of teamwork and temporal influences on complex problem solving teams are considered within adapted versions (Marks et al., 2001 ; Ilgen et al., 2005 ) of the original IPO framework. These adaptations propose that teams experience cycles of joint action, so called episodes, in which teams perform and also receive feedback for further actions. The IPO cycles occur sequentially and simultaneously and are nested in transition and action phases within episodes in which outcomes from initial episodes serve as inputs for the next cycle (see Figure ​ Figure2). 2 ). These repetitive IPO cycles are a vital element of our idealized teamwork process model, as it incorporates feedback loops in such a way, that the outcomes, e.g., changes within the as-is state, are continuously compared with the original goals. Detected discrepancies within the step of updating SA motivate the team members to consider further actions for goal accomplishment.

Teamwork episodes with repetitive IPO cycles (Marks et al., 2001 ).

When applying this episodic framework to complex problem solving teams it becomes obvious that teams handle different types of taskwork at different phases of task accomplishment (Marks et al., 2001 ). That means episodes consist of two phases, so-called action and transition phases , in which teams are engaged in activities related to goal attainment and in other time in reflecting on past performance and planning for further common actions. The addition of the social complexity to the complexity of the problem within collaborative complex problem solving comes to the fore here. During transition phases teams evaluate their performance, compare the as-is state against goals, reflect on their strategies and plan future activities to guide their goal accomplishment. For example, team members discuss alternative courses of action, if their activities for simulated firefighting, such as splitting team members in order to cover more space of the map, are not successful. During action phases, teams focus directly on the taskwork and are engaged in activities such as exchanging information about the development of the dynamic situation or supporting each other. For example, a team member recognizes high workload of another team member and supports him/her in collecting information or in taking over the required communication with other involved parties.

Transition and action phases

The idealized teamwork process model covers these transition and action phases as well as the processes occurring during these two phases of team functioning, which can be clustered into transition, action, and interpersonal processes. That means during complex problem solving the relevant or activated teamwork processes in the transition and action phases change as teams move back and forth between these phases. As this taxonomy of team processes from Marks et al. ( 2001 ) states that a team process is multidimensional and teams use different processes simultaneously, some processes can occur either during transition periods or during action periods or during both periods. Transition processes especially occur during transition phases and enable the team to understand their tasks, guide their attention, specify goals and develop courses of action for task accomplishment. Thus, transition processes include (see Marks et al., 2001 ) mission analysis, formulation and planning (Prince and Salas, 1993 ), e.g., fighting a forest fire, goal specification (Prussia and Kinicki, 1996 ), e.g., saving as much houses and vegetation as possible, and strategy formulation (Prince and Salas, 1993 ; Cannon-Bowers et al., 1995 ), e.g., spreading team members into different geographic directions. Action processes predominantly occur during action phases and support the team in conducting activities directly related to goal accomplishment. Thus, action processes are monitoring progress toward goals (Cannon-Bowers et al., 1995 ), e.g., collecting information how many cells in a firefighting simulation are still burning, systems monitoring (Fleishman and Zaccaro, 1992 ), e.g., tracking team resources such as water for firefighting, team monitoring and backup behavior (Stevens and Campion, 1994 ; Salas et al., 2005 ), e.g., helping a team member and completing a task for him/her, and coordination (Fleishman and Zaccaro, 1992 ; Serfaty et al., 1998 ), e.g., orchestrating the interdependent actions of the team members such as exchanging information during firefighting about positions of team members for meeting at the right time at the right place in order to refill the firefighters water tanks. Especially the coordination process is influenced by the amount of task interdependence as coordination becomes more and more important for effective team functioning when interdependence increases (Marks et al., 2001 ). Interpersonal processes occur during transition and action phases equally and lay the foundation for the effectiveness of other processes and govern interpersonal activities (Marks et al., 2001 ). Thus, interpersonal processes include conflict management (Cannon-Bowers et al., 1995 ), like the development of team rules, motivation and confidence building (Fleishman and Zaccaro, 1992 ), like encourage team members to perform better, and affect management (Cannon-Bowers et al., 1995 ), e.g., regulating member emotions during complex problem solving.

Summing up, process demands such as transition processes that complex problem solving teams pass through, are mission analysis, planning, briefing and goal specification, visualized on the left side of the idealized teamwork process model (see Figure ​ Figure3). 3 ). The results of these IPO cycles lay the foundation for gathering a good SA and initiating activities directed toward taskwork and goal accomplishment and therefore initiating action processes. The effective execution of action processes depends on the communication, coordination, cooperation, matching of information, and task prioritization as well as emergent team cognition variables (SSA and SMM) within the team. The results, like decisions, of these IPO cycles flow back into the next episode and may initiate further transition processes. In addition, interpersonal processes play a crucial role for complex problem solving teams. That means, conflict management, motivating and confidence building, and affect management are permanently important, no matter whether a team runs through transition or action phases and these interpersonal processes frame the whole idealized teamwork process model. Therefore, interpersonal processes are also able to impede successful teamwork at any point as breakdowns in conflict or affect management can lead to coordination breakdowns (Wilson et al., 2010 ) or problems with monitoring or backing up teammates (Marks et al., 2001 ). Thus, complex problem solving teams have to face these multidimensional team process demands in addition to cognitive challenges, e.g., information storage or retrieval (Hinsz et al., 1997 ), related to individual information processing.

The integration of transition, action, interpersonal, and learning processes into the model of an idealized teamwork process.

Team learning opportunities for handling complex problems

In order to support teams in handling complex situations or problems, learning opportunities seem to be very important for successful task accomplishment and for reducing possible negative effects of team process demands. Learning means any kind of relative outlasted changes in potential of human behavior that cannot be traced back to age-related changes (Bower and Hilgard, 1981 ; Bredenkamp, 1998 ). Therefore, Schmutz et al. ( 2016 ) amended the taxonomy of team processes developed by Marks et al. ( 2001 ) and added learning processes as a fourth category of processes, which occur during transition and action phases and contribute to overall team effectiveness. Learning processes (see also Edmondson, 1999 ) include observation, e.g., observing own and other team members' actions such as the teammate's positioning of firewalls in order to protect houses in case of firefighting, feedback, like giving a teammate information about the wind direction for effective positioning of firewalls, and reflection, e.g., talking about procedures for firefighting or refilling water tanks, for example, within the team. Learning from success and failure and identifying future problems is crucial for the effectiveness of complex problem solving teams and therefore possibilities for learning based on repetitive cycles of joint action or episodes and reflection of team members' activities during action and transition phases should be used effectively (Edmondson, 1999 ; Marks et al., 2001 ). The processes of the idealized teamwork model are embedded into these learning processes (see Figure ​ Figure3 3 ).

The fulfillment of transition, action, interpersonal and learning processes contribute significantly to successful team performance in complex problem solving. For clustering these processes, transition and action processes could be seen as operational processes and interpersonal and learning process as support processes. When dealing with complex and dynamic situations teams have to face these team process demands more strongly than in non-complex situations. For example, goal specification and prioritization or strategy formulation, both aspects of transition processes, are strongly influenced by multiple goals, interconnectedness or dynamically and constantly changing conditions. The same is true for action processes, such as monitoring progress toward goals, team monitoring and backup behavior or coordination of interdependent actions. Interpersonal processes, such as conflict and affect management or confidence building enhance the demands put on team members compared to individuals working on complex problems. Interpersonal processes are essential for effective teamwork and need to be cultivated during episodes of team working, because breakdowns in confidence building or affect management can lead to coordination breakdowns or problems with monitoring or backing up teammates (Marks et al., 2001 ). Especially within complex situations aspects such as interdependence, delayed feedback, multiple goals and dynamic changes put high demands on interpersonal processes within teams. Learning processes, supporting interpersonal processes and the result of effective teamwork are e.g., observation of others' as well as own actions and receiving feedback by others or the system and are strongly influenced by situational characteristics such as non-transparency or delayed feedback concerning actions. It is assumed that amongst others team learning happens through repetitive cycles of joint action within the action phases and reflection of team members within the transition phases (Edmondson, 1999 ; Gabelica et al., 2014 ; Schmutz et al., 2016 ). The repetitive cycles help to generate SMM (Cannon-Bowers et al., 1993 ; Mathieu et al., 2000 ), SSA (Endsley and Robertson, 2000 ) or transactive memory systems (Hollingshead et al., 2012 ) within the team.

Emergent states in complex team work and the role of collective orientation

IPO models propose that input variables and emergent states are able to influence team processes and therefore outcomes such as team performance positively. Emergent states represent team members' attitudes or motivations and are “properties of the team that are typically dynamic in nature and vary as a function of team context, inputs, processes, and outcomes” (Marks et al., 2001 , p. 357). Both emergent states and interaction processes are relevant for team effectiveness (Kozlowski and Ilgen, 2006 ).

Emergent states refer to conditions that underlie and dynamically enable effective teamwork (DeChurch and Mesmer-Magnus, 2010 ) and can be differentiated from team process, which refers to interdependent actions of team members that transform inputs into outcomes based on activities directed toward task accomplishment (Marks et al., 2001 ). Emergent states mainly support the execution of behavioral processes (e.g., planning, coordination, backup behavior) during the action phase, meaning during episodes when members are engaged in acts that focus on task work and goal accomplishment. Emergent states like trust, cohesion and CO are “products of team experiences (including team processes) and become new inputs to subsequent processes and outcomes” (Marks et al., 2001 , p. 358). Trust between team members and cohesion within the team are emergent states that develop over time and only while experiencing teamwork in a specific team. CO is an emergent state that a team member brings along with him/her into the teamwork, is assumed to be more persistent than trust and cohesion, and can, but does not have to, be positively and negatively influenced by experiencing teamwork in a specific team for a while or by means of training (Eby and Dobbins, 1997 ; Driskell et al., 2010 ). Thus, viewing emergent states on a continuum, trust and cohesion are assumed more fluctuating than CO, but CO is much more sensitive to change and direct experience than a stable trait such as a personality trait.

CO of team members is one of the teamwork-relevant competencies that facilitates team processes, such as collecting and sharing information between team members, and positively affects the success of teams, as people who are high in CO work with others in a goal-oriented manner, seek others' input and contribute to team outcomes (Driskell et al., 2010 ). CO is an emergent state, as it can be an input variable as well as a teamwork outcome. CO is context-dependent, becomes visible in reactions to situations and people, and can be influenced by experience (e.g., individual learning experiences with various types of teamwork) or knowledge or training (Eby and Dobbins, 1997 ; Bell, 2007 ). CO enhances team performance through activating transition and action processes such as coordination, evaluation and consideration of task inputs from other team members while performing a team task (Driskell and Salas, 1992 ; Salas et al., 2005 ). Collectively oriented people effectively use available resources in due consideration of the team's goals, participate actively and adapt teamwork processes adequately to the situation.

Driskell et al. ( 2010 ) and Hagemann ( 2017 ) provide a sound overview of the evidence of discriminant and convergent validity of CO compared to other teamwork-relevant constructs, such as cohesion, also an emergent state, or cooperative interdependence or preference for solitude. Studies analyzing collectively and non-collectively oriented persons' decision-making in an interdependent task demonstrated that teams with non-collectively oriented members performed poorly in problem solving and that members with CO judged inputs from teammates as more valuable and considered these inputs more frequently (Driskell and Salas, 1992 ). Eby and Dobbins ( 1997 ) also showed that CO results in increased coordination among team members, which may enhance team performance through information sharing, goal setting and strategizing (Salas et al., 2005 ). Driskell et al. ( 2010 ) and Hagemann ( 2017 ) analyzed CO in relation to team performance and showed that the effect of CO on team performance depends on the task type (see McGrath, 1984 ). Significant positive relationships between team members' CO and performance were found in relation to the task types choosing/decision making and negotiating (Driskell et al., 2010 ) respectively choosing/decision making (Hagemann, 2017 ). These kinds of tasks are characterized by much more interdependence than task types such as executing or generating tasks. As research shows that the positive influence of CO on team performance unfolds especially in interdependent teamwork contexts (Driskell et al., 2010 ), which require more team processes such as coordination patterns (Van de Ven et al., 1976 ; Wageman, 1995 ) and necessitate mutual adjustments as well as frequent information integration within the team (Gibson, 1999 ; Stajkovic et al., 2009 ), CO might be vitally important for complex problem solving teams. Thus, CO as an emergent state of single team members might be a valuable resource for enhancing the team's performance when exposed to solving complex problems. Therefore, it will be of interest to analyze the influence of CO on team process demands such as coordination processes and performance within complex problem solving teams. We predict that the positive effect of CO on team performance is an indirect effect through coordination processes within the team, which are vitally important for teams working in intensive interdependent work contexts.

• Hypothesis 1: CO leads to a better coordination behavior, which in turn leads to a higher team performance.

As has been shown in team research that emergent states like trust and cohesion (see also Figure ​ Figure1) 1 ) affect team performance, these two constructs are analyzed in conjunction with CO concerning action processes, such as coordination behavior and team performance. Trust between team members supports information sharing and the willingness to accept feedback, and therefore positively influences teamwork processes (McAllister, 1995 ; Salas et al., 2005 ). Cohesion within a team facilitates motivational factors and group processes like coordination and enhances team performance (Beal et al., 2003 ; Kozlowski and Ilgen, 2006 ).

• Hypothesis 2: Trust shows a positive relationship with (a) action processes (team coordination) and with (b) team performance.
• Hypothesis 3: Cohesion shows a positive relationship with (a) action processes (team coordination) and with (b) team performance.

Materials and methods

In order to demonstrate the importance of team process demands for complex problem solving in teams, we used a computer-based microworld in a laboratory study. We analyzed the effectiveness of complex problem solving teams while considering the influence of input variables, like collective orientation of team members and trust and cohesion within the team, on action processes within teams, like coordination.

The microworld for investigating teams process demands

We used the simulation-based team task C 3 Fire (Granlund et al., 2001 ; Granlund and Johansson, 2004 ), which is described as an intensive interdependence team task for complex problem solving (Arthur et al., 2005 ). C 3 Fire is a command, control and communications simulation environment that allows teams' coordination and communication in complex and dynamic environments to be analyzed. C 3 Fire is a microworld, as important characteristics of the real world are transferred to a small and well-controlled simulation system. The task environment in C 3 Fire is complex, dynamic and opaque (see Table ​ Table1) 1 ) and therefore similar to the cognitive tasks people usually encounter in real-life settings, in and outside their work place (Brehmer and Dörner, 1993 ; Funke, 2001 ). Figure ​ Figure4 4 demonstrates how the complexity characteristics mentioned in Table ​ Table1 1 are realized in C 3 Fire. The screenshot represents the simulation manager's point of view, who is able to observe all units and actions and the scenario development. For more information about the units and scenarios, please (see the text below and the Supplementary Material). Complexity requires people to consider a number of facts. Because executed actions in C 3 Fire influence the ongoing process, the sequencing of actions is free and not stringent, such as a fixed (if X then Y) or parallel (if X then Y and Z) sequence (Ormerod et al., 1998 ). This can lead to stressful situations. Taking these characteristics of microworlds into consideration, team processes during complex problem solving can be analyzed within laboratories under controlled conditions. Simulated microworlds such as C 3 Fire allow the gap to be bridged between laboratory studies, which might show deficiencies regarding ecological validity, and field studies, which have been criticized due to their small amount of control (see Brehmer and Dörner, 1993 ).

Overview of complexity characteristics of microworlds in general and in C 3 Fire (cf. Funke, 2001 ).

Examples for the complexity characteristics in Table ​ Table1 1 represented within a simulation scenario in C 3 Fire.

In C 3 Fire, the teams' task is to coordinate their actions to extinguish a forest fire whilst protecting houses and saving lives. The team members' actions are interdependent. The simulation includes, e.g., forest fires, houses, tents, gas tanks, different kinds of vegetation and computer-simulated agents such as firefighting units (Granlund, 2003 ). It is possible, for example, that the direction of wind will change during firefighting and the time until different kinds of vegetation are burned down varies between those. In the present study, two simulation scenarios were developed for two-person teams and consisted of two firefighting units, one mobile water tank unit (responsible for re-filling the firefighting units' water tanks that contain a predefined amount of water) and one fire-break unit (a field defended with a fire-break cannot be ignited; the fire spreads around its ends). The two developed scenarios lasted for 15 min maximum. Each team member was responsible for two units in each scenario; person one for firefighting and water tank unit and person two for firefighting and fire-break unit. The user interface was a map system (40 × 40 square grid) with all relevant geographic information and positions of all symbols representing houses, water tank units and so on. All parts of the map with houses and vegetation were visible for the subjects, but not the fire itself or the other units; instead, the subjects were close to them with their own units (restricted visibility field; 3 × 3 square grid). The simulation was run on computers networked in a client-server configuration. The subjects used a chat system for communication that was logged. For each scenario, C 3 Fire creates a detailed log file containing all events that occurred over the course of the simulation. Examples of the C 3 Fire scenarios are provided in the Figures S1 – 3 and a short introduction into the microworld is given in the video. Detailed information regarding the scenario characteristics are given in Table S1 . From scenario one to two, the complexity and interdependence increased.

Participants

The study was conducted from Mai 2014 until March 2015. Undergraduate and graduate students ( N = 116) studying applied cognitive sciences participated in the study (68.1% female). Their mean age was 21.17 years ( SD = 3.11). Participants were assigned to 58 two-person teams, with team assignments being based on the pre-measured CO values (see procedure). They received 2 hourly credits as a trial subject and giveaways such as pencils and non-alcoholic canned drinks. The study was approved by the university's ethics committee in February 2014.

The study was conducted within a laboratory setting at a university department for business psychology. Prior to the experiment, the participants filled in the CO instrument online and gave written informed consent (see Figure ​ Figure5). 5 ). The median was calculated subsequently ( Md = 3.12; range: 1.69–4.06; scale range: 1–5) relating to the variable CO and two individuals with either high ( n = 58) or low ( n = 58) CO values were randomly matched as teammates. The matching process was random in part, as those two subjects were matched to form a team, whose preferred indicated time for participation in a specific week during data collection were identical. The participants were invited to the experimental study by e-mail 1–2 weeks after filling in the CO instrument. The study began with an introduction to the experimental procedure and the teams' task. The individuals received time to familiarize themselves with the simulation, received 20 min of training and completed two practice trials. After the training, participants answered a questionnaire collecting demographic data. Following this, a simulation scenario started and the participants had a maximum of 15 min to coordinate their actions to extinguish a forest fire whilst protecting houses and saving lives. After that, at measuring time T1, participants answered questionnaires assessing trust and cohesion within the team. Again, the teams worked on the following scenario 2 followed by a last round of questionnaires assessing trust and cohesion at T2.

Overview about the procedure and measures.

Demographic data such as age, sex, and study course were assessed after the training at the beginning of the experiment.

Collective Orientation was measured at an individual level with 16 items rated on a 5-point Likert scale (1 = strongly disagree to 5 = strongly agree ) developed by the authors (Hagemann, 2017 ) based on the work of Driskell et al. ( 2010 ). The factorial structure concerning the German-language CO scale was proven prior to this study (χ 2 = 162.25, df = 92, p = 0.000, χ 2 /df = 1.76, CFI = 0.97, TLI = 0.96, RMSEA = 0.040, CI = 0.030-0.051, SRMR = 0.043) and correlations for testing convergent and discriminant evidence of validity were satisfying. For example, CO correlated r = 0.09 ( p > 0.10) with cohesion, r = 0.34 ( p < 0.01) with cooperative interdependence and r = −0.28 ( p < 0.01) with preference for solitude (Hagemann, 2017 ). An example item is “ I find working on team projects to be very satisfying ”. Coefficient alpha for this scale was 0.81.

Trust in team members' integrity, trust in members' task abilities and trust in members' work-related attitudes (Geister et al., 2006 ) was measured with seven items rated on a 5-point Likert scale (1 = strongly disagree to 5 = strongly agree ). An example item is “ I can trust that I will have no additional demands due to lack of motivation of my team member .” Coefficient alpha for this scale was 0.83 (T1) and 0.87 (T2).

Cohesion was measured with a six-item scale from Riordan and Weatherly ( 1999 ) rated on a 5-point Likert scale (1 = strongly disagree to 5 = strongly agree ). An example item is “ In this team, there is a lot of team spirit among the members .” Coefficient alpha for this scale was 0.87 (T1) and 0.87 (T2).

Action process: coordination

Successful coordination requires mechanisms that serve to manage dependencies between the teams' activities and their resources. Coordination effectiveness was assessed based on the time the firefighting units spent without water in the field in relation to the total scenario time. This measure is an indicator of the effectiveness of resource-oriented coordination, as it reflects an efficient performance regarding the water refill process in C 3 Fire, which requires coordinated actions between the two firefighting units and one water tank unit (Lafond et al., 2011 ). The underlying assumption is that a more successful coordination process leads to fewer delays in conducting the refill process. Coordination was calculated by a formula and values ranged between 0 and 1, with lower values indicating better coordination in the team (see Jobidon et al., 2012 ).

Team performance

This measure related to the teams' goals (limiting the number of burned out cells and saving as many houses/buildings as possible) and was quantified as the number of protected houses and the number of protected fields and bushes/trees in relation to the number of houses, fields, and bushes/trees, respectively, which would burn in a worst case scenario. This formula takes into account that teams needing more time for firefighting also have more burning cells and show a less successful performance than teams that are quick in firefighting. To determine the worst case scenario, both 15-min scenarios were run with no firefighting action taken. Thus, the particularities (e.g., how many houses would burn down if no action was taken) of each scenario were considered. Furthermore, the houses, bushes/trees and fields were weighted according to their differing importance, mirroring the teams' goals. Houses should be protected and were most important. Bushes/trees (middle importance) burn faster than fields (lowest importance) and foster the expansion of the fire. Values regarding team performance ranged between 0 and 7.99, with higher values indicating a better overall performance. Team performance was calculated as follows (see Table ​ Table2 2 ):

Explanation of formula for calculating team performance in both scenarios.

Means, standard deviations, internal consistencies, and correlations for all study variables are provided in Table ​ Table3 3 .

Means, standard deviations, internal consistencies, and correlations for all study variables.

Performance range from 0 to 7.99; Time without Water range from 0 to 1 (lower values indicate a more effective handling of water); CO range from 1 to 5 .

Team complex problem solving in scenario 1 correlated significantly negative with time without water in scenario 1, indicating that a high team performance is attended by the coordination behavior (as a team process). The same was true for scenario 2. In addition, time without water as an indicator for team coordination correlated significantly negative with the team members' CO, indicating that team members with high CO values experience less time without water in the microworld than teams with members with low CO values.

In order to analyze the influence of CO on team process demands such as coordination processes and thereby performance within complex problem solving teams we tested whether CO would show an indirect effect on team performance through the teams' coordination processes. To analyze this assumption, indirect effects in simple mediation models were estimated for both scenarios (see Preacher and Hayes, 2004 ). The mean for CO was 3.44 ( SD = 0.32) for teams with high CO values and it was 2.79 ( SD = 0.35) for teams with low CO values. The mean concerning team performance in scenario 1 for teams with high CO values was 6.30 ( SD = 1.64) and with low CO values 5.35 ( SD = 2.30). The mean concerning time without water (coordination behavior) for teams with high CO values was 0.16 ( SD = 0.08) and with low CO values 0.20 ( SD = 0.09). In scenario 2 the mean for team performance was 6.26 ( SD = 2.51) for teams with high CO values and it was 4.36 ( SD = 2.24) for teams with low CO values. The mean concerning time without water for teams with high CO values was 0.18 ( SD = 0.08) and with low CO values 0.25 ( SD = 0.11).

For analyzing indirect effects, CO was the independent variable, time without water the mediator and team performance the dependent variable. The findings indicated that CO has an indirect effect on team performance mediated by time without water for scenario 1 (Table ​ (Table4) 4 ) and scenario 2 (Table ​ (Table5). 5 ). In scenario 1, CO had no direct effect on team performance ( b(YX) ), but CO significantly predicted time without water ( b(MX) ). A significant total effect ( b(YX) ) is not an assumption in the assessment of indirect effects, and therefore the non-significance of this relationship does not violate the analysis (see Preacher and Hayes, 2004 , p. 719). Furthermore, time without water significantly predicted team performance when controlling for CO ( b(YM.X) ), whereas the effect of CO on team performance was not significant when controlling for time without water ( b(YX.M) ). The indirect effect was 0.40 and significant when using normal distribution and estimated with the Sobel test ( z = 1.97, p < 0.05). The bootstrap procedure was applied to estimate the effect size not based on the assumption of normal distribution. As displayed in Table ​ Table4, 4 , the bootstrapped estimate of the indirect effect was 0.41 and the true indirect effect was estimated to lie between 0.0084 and 0.9215 with a 95% confidence interval. As zero is not in the 95% confidence interval, it can be concluded that the indirect effect is indeed significantly different from zero at p < 0.05 (two-tailed).

Indirect Effect for Coordination and Team Performance in Scenario 1.

Y = Team Performance Scenario 1; X = Collective Orientation T0; M = Coordination (time without water in scenario 1); Number of Bootstrap Resamples 5000 .

Indirect Effect for Coordination and Team Performance in Scenario 2.

Y = Team Performance Scenario 2; X = Collective Orientation T0; M = Coordination (time without water in scenario 2); Number of Bootstrap Resamples 5000 .

Regarding scenario 2, CO had a direct effect on team performance ( b(YX) ) and on time without water ( b(MX) ). Again, time without water significantly predicted team performance when controlling for CO ( b(YM.X) ), whereas the effect of CO on team performance was not significant when controlling for time without water ( b(YX.M) ). This time, the indirect effect was 0.60 (Sobel test, z = 2.31, p < 0.05). As displayed in Table ​ Table5, 5 , the bootstrapped estimate of the indirect effect was 0.61 and the true indirect effect was estimated to lie between 0.1876 and 1.1014 with a 95% confidence interval and between 0.0340 and 1.2578 with a 99% confidence interval. Because zero is not in the 99% confidence interval, it can be concluded that the indirect effect is indeed significantly different from zero at p < 0.01 (two-tailed).

The indirect effects for both scenarios are visualized in Figure ​ Figure6. 6 . Summing up, the results support hypothesis 1 and indicate that CO has an indirect effect on team performance mediated by the teams' coordination behavior, an action process. That means, fulfilling team process demands affect the dynamic decision making quality of teams acting in complex situations and input variables such as CO influence the action processes within teams positively.

Indirect effect of collective orientation on team performance via coordination within the teams for scenario 1 and 2, * p < 0.05, ** p < 0.01, *** p < 0.001, numbers in italic represent results from scenario 2, non-italic numbers are from scenario 1.

Trust between team members assessed after scenario 1 (T1) and after scenario 2 (T2) did not show any significant correlation with the coordination behavior or with team complex problem solving in scenarios 1 and 2 (Table ​ (Table3). 3 ). Thus, hypotheses 2a and 2b are not supported. Cohesion at T1 showed no significant relationship with team performance in both scenarios, one significant negative correlation ( r = −0.22, p < 0.05) with the coordination behavior in scenario 1 and no correlation with the coordination behavior in scenario 2. Cohesion at T2 did not show any significant correlation with the coordination behavior or with team performance in both scenarios. Thus, hypotheses 3a and 3b could also not be supported. Furthermore, the results showed no significant relations between CO and trust and cohesion. The correlations between trust and cohesion ranged between r = 0.39 and r = 0.51 ( p < 0.01).

The purpose of our paper was first to give a sound theoretical overview and to combine theoretical approaches about team competencies and team process demands in collaborative complex problem solving and second to demonstrate the importance of selected team competencies and processes on team performance in complex problem solving by means of results from a laboratory study. We introduced the model of an idealized teamwork process that complex problem solving team pass through and integrated the relevant teamwork skills for interdependently working teams into it. Moreover, we highlighted the episodic aspect concerning complex problem solving in teams and combined the well-known transition, action, interpersonal and learning processes of teamwork with the idealized teamwork process model. Finally, we investigated the influence of trust, cohesion, and CO on action processes, such as coordination behavior of complex problem solving teams and on team performance.

Regarding hypothesis 1, studies have indicated that teams whose members have high CO values are more successful in their coordination processes and task accomplishment (Eby and Dobbins, 1997 ; Driskell et al., 2010 ; Hagemann, 2017 ), which may enhance team performance through considering task inputs from other team members, information sharing and strategizing (Salas et al., 2005 ). Thus, we had a close look on CO as an emergent state in the present study, because emergent states support the execution of behavioral processes. In order to analyze this indirect effect of CO on team performance via coordination processes, we used the time, which firefighters spent without water in a scenario, as an indicator for high-quality coordination within the team. A small amount of time without water represents sharing information and resources between team members in a reciprocal manner, which are essential qualities of effective coordination (Ellington and Dierdorff, 2014 ). One of the two team members was in charge of the mobile water tank unit and therefore responsible for filling up the water tanks of his/her own firefighting unit and that of the other team member on time. In order to avoid running out of water for firefighting, the team members had to exchange information about, for example, their firefighting units' current and future positions in the field, their water levels, their strategies for extinguishing one or two fires, and the water tank unit's current and future position in the field. The simple mediation models showed that CO has an indirect effect on team performance mediated by time without water, supporting hypothesis 1. Thus, CO facilitates high-quality coordination within complex problem solving teams and this in turn influences decision-making and team performance positively (cf. Figure ​ Figure1). 1 ). These results support previous findings concerning the relationships between emergent states, such as CO, and the team process, such as action processes like coordination (Cannon-Bowers et al., 1995 ; Driskell et al., 2010 ) and between the team process and the team performance (Stevens and Campion, 1994 ; Dierdorff et al., 2011 ).

Hypotheses 2 and 3 analyzed the relationships between trust and cohesion and coordination and team performance. Because no correlations between trust and cohesion and the coordination behavior and team complex problem solving existed, further analyses, like mediation analyses, were unnecessary. In contrast to other studies (McAllister, 1995 ; Beal et al., 2003 ; Salas et al., 2005 ; Kozlowski and Ilgen, 2006 ), the present study was not able to detect effects of trust and cohesion on team processes, like action processes, or on team performance. This can be attributed to the restricted sample composition or the rather small sample size. Nevertheless, effect sizes were small to medium, so that they would have become significant with an increased sample sizes. The prerequisite, mentioned by the authors, that interdependence of the teamwork is important for identifying those effects, was given in the present study. Therefore, this aspect could not have been the reason for finding no effects concerning trust and cohesion. Trust and cohesion within the teams developed during working on the simulation scenarios while fighting fires, showed significant correlations with each other, and were unrelated to CO, which showed an effect on the coordination behavior and the team performance indeed. The results seem to implicate, that the influence of CO on action processes and team performance might be much more stronger than those of trust and cohesion. If these results can be replicated should be analyzed in future studies.

As the interdependent complex problem-solving task was a computer-based simulation, the results might have been affected by the participants' attitudes to using a computer. For example, computer affinity seems to be able to minimize potential fear of working with a simulation environment and might therefore, be able to contribute to successful performance in a computer-based team task. Although computers and other electronic devices are pervasive in present-day life, computer aversion has to be considered in future studies within complex problem-solving research when applying computer-based simulation team tasks. As all of the participants were studying applied cognitive science, which is a mix of psychology and computer science, this problem might not have been influenced the present results. However, the specific composition of the sample reduces the external validity of the study and the generalizability of the results. A further limitation is the small sample size, so that moderate to small effects are difficult to detect.

Furthermore, laboratory research of teamwork might have certain limitations. Teamwork as demonstrated in this study fails to account for the fact that teams are not simple, static and isolated entities (McGrath et al., 2000 ). The validity of the results could be reduced insofar as the complex relationships in teams were not represented, the teamwork context was not considered, not all teammates and teams were comparable, and the characteristic as a dynamic system with a team history and future was not given in the present study. This could be a possible explanation why no effects of trust and cohesion were found in the present study. Maybe, the teams need more time working together on the simulation scenarios in order to show that trust and cohesion influence the coordination with the team and the team performance. Furthermore, Bell ( 2007 ) demonstrated in her meta-analysis that the relationship between team members' attitudes and the team's performance was proven more strongly in the field compared to the laboratory. In consideration of this fact, the findings of the present study concerning CO are remarkable and the simulation based microworld C3Fire (Granlund et al., 2001 ; Granlund, 2003 ) seems to be appropriate for analyzing complex problem solving in interdependently working teams.

An asset of the present study is, that the teams' action processes, the coordination performance, was assessed objectively based on logged data and was not a subjective measure, as is often the case in group and team research studies (cf. Van de Ven et al., 1976 ; Antoni and Hertel, 2009 ; Dierdorff et al., 2011 ; Ellington and Dierdorff, 2014 ). As coordination was the mediator in the analysis, this objective measurement supports the validity of the results.

As no transition processes such as mission analysis, formulation, and planning (Prince and Salas, 1993 ), goal specification (Prussia and Kinicki, 1996 ), and strategy formulation (Prince and Salas, 1993 ; Cannon-Bowers et al., 1995 ) as well as action processes such as monitoring progress toward goals (Cannon-Bowers et al., 1995 ) and systems monitoring (Fleishman and Zaccaro, 1992 ) were analyzed within the present study, future studies should collect data concerning these processes in order to show their importance on performance within complex problem solving teams. Because these processes are difficult to observe, subjective measurements are needed, for example asking the participants after each scenario how they have prioritized various tasks, if and when they have changed their strategy concerning protecting houses or fighting fires, and on which data within the scenarios they focused for collecting information for goal and systems monitoring. Another possibility could be using eye-tracking methods in order to collect data about collecting information for monitoring progress toward goals, e.g., collecting information how many cells are still burning, and systems monitoring, e.g., tracking team resources like water for firefighting.

CO is an emergent state and emergent states can be influenced by experience or learning, for example (Kozlowski and Ilgen, 2006 ). Learning processes (Edmondson, 1999 ), that Schmutz et al. ( 2016 ) added to the taxonomy of team processes developed by Marks et al. ( 2001 ) and which occur during transition and action phases and contribute to team effectiveness include e.g., feedback . Feedback can be useful for team learning when team learning is seen as a form of information processing (Hinsz et al., 1997 ). Because CO supports action processes, such as coordination and it can be influenced by learning, learning opportunities, such as feedback, seem to be important for successful task accomplishment and for supporting teams in handling complex situations or problems. If the team is temporarily and interpersonally unstable, as it is the case for most of the disaster or crisis management teams dealing with complex problems, there might be less opportunities for generating shared mental models by experiencing repetitive cycles of joint action (cf. Figure ​ Figure2) 2 ) and strategies such as cross training (Salas et al., 2007 ) or feedback might become more and more important for successful complex problem solving in teams. Thus, for future research it would be of interest to analyze what kind of feedback is able to influence CO positively and therefore is able to enhance coordination and performance within complex problem-solving teams.

Depending on the type of feedback, different main points will be focused during the feedback (see Gabelica et al., 2012 ). Feedback can be differentiated into performance and process feedback. Process feedback can be further divided into task-related and interpersonal feedback. Besides these aspects, feedback can be given on a team-level or an individual-level. Combinations of the various kinds of feedback are possible and are analyzed in research concerning their influence on e.g., self- and team-regulatory processes and team performance (Prussia and Kinicki, 1996 ; Hinsz et al., 1997 ; Jung and Sosik, 2003 ; Gabelica et al., 2012 ). For future studies it would be relevant to analyze, whether it is possible to positively influence the CO of team members and therefore action processes such as coordination and team performance or not. A focus could be on the learning processes, especially on feedback, and its influence on CO in complex problem solving teams. So far, no studies exist that analyzed the relationship between feedback and a change in CO, even though researchers already discuss the possibility that team-level process feedback shifts attention processes on team actions and team learning (McLeod et al., 1992 ; Hinsz et al., 1997 ). These results would be very helpful for training programs for fire service or police or medical teams working in complex environments and solving problems collaboratively, in order to support their team working and their performance.

In summary, the idealized teamwork process model is in combination with the transition, action, interpersonal and learning processes a good framework for analyzing the impact of teamwork competencies and teamwork processes in detail on team performance in complex environments. Overall, the framework offers further possibilities for investigating the influence of teamwork competencies on diverse processes and teamwork outcomes in complex problem solving teams than demonstrated here. The results of our study provide evidence of how CO influences complex problem solving teams and their performance. Accordingly, future researchers and practitioners would be well advised to find interventions how to influence CO and support interdependently working teams.

Ethics statement

This study was carried out in accordance with the recommendations of Ethical guidelines of the German Association of Psychology, Ethics committee of the University of Duisburg-Essen, Department of Computer Science and Applied Cognitive Science with written informed consent from all subjects. All subjects gave written informed consent in accordance with the Declaration of Helsinki. The protocol was approved by the Ethics committee of the University of Duisburg-Essen, Department of Computer Science and Applied Cognitive Science.

Author contributions

VH and AK were responsible for the conception of the work and the study design. VH analyzed and interpreted the collected data. VH and AK drafted the manuscript. They approved it for publication and act as guarantors for the overall content.

Conflict of interest statement

The authors declare that the research was conducted in the absence of any commercial or financial relationships that could be construed as a potential conflict of interest.

Supplementary material

The Supplementary Material for this article can be found online at: http://journal.frontiersin.org/article/10.3389/fpsyg.2017.01730/full#supplementary-material

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14 Best Team Building Problem Solving Group Activities For 2024

The best teams see solutions where others see problems. A great company culture is built around a collaborative spirit and the type of unity it takes to find answers to the big business questions.

So how can you get team members working together?

How can you develop a mentality that will help them overcome obstacles they have yet to encounter?

One of the best ways to improve your teams’ problem solving skills is through team building problem solving activities .

“86% of employees and executives cite lack of collaboration or ineffective communication for workplace failures.” — Bit.AI

These activities can simulate true-to-life scenarios they’ll find themselves in, or the scenarios can call on your employees or coworkers to dig deep and get creative in a more general sense.

The truth is, on a day-to-day basis, you have to prepare for the unexpected. It just happens that team building activities help with that, but are so fun that they don’t have to feel like work ( consider how you don’t even feel like you’re working out when you’re playing your favorite sport or doing an exercise you actually enjoy! )

What are the benefits of group problem-solving activities?

The benefits of group problem-solving activities for team building include:

• Better communication
• Improved collaboration and teamwork
• More flexible thinking
• Faster problem-solving
• Better proactivity and decision making

Without further ado, check out this list of the 14 best team-building problem-solving group activities for 2024!

Page Contents (Click To Jump)

Popular Problem Solving Activities

1. virtual team challenge.

Virtual Team Challenges are popular problem-solving activities that involve a group of people working together to solve an issue. The challenge generally involves members of the team brainstorming, discussing, and creating solutions for a given problem.

Participants work both individually and collaboratively to come up with ideas and strategies that will help them reach their goals.

Why this is a fun problem-solving activity: Participants can interact and communicate with each other in a virtual environment while simultaneously engaging with the problem-solving activities. This makes it an enjoyable experience that allows people to use their creative thinking skills, build team spirit, and gain valuable insights into the issue at hand.

Problem-solving activities such as Virtual Team Challenges offer a great way for teams to come together, collaborate, and develop creative solutions to complex problems.

2. Problem-Solving Templates

Problem-Solving Templates are popular problem-solving activities that involve a group of people working together to solve an issue. The challenge generally involves members of the team utilizing pre-made templates and creating solutions for a given problem with the help of visual aids.

This activity is great for teams that need assistance in getting started on their problem-solving journey.

Why this is a fun problem-solving activity: Problem-Solving Templates offer teams an easy and stress-free way to get the creative juices flowing. The visual aids that come with the templates help team members better understand the issue at hand and easily come up with solutions together.

This activity is great for teams that need assistance in getting started on their problem-solving journey, as it provides an easy and stress-free way to get the creative juices flowing.

Problem Solving Group Activities & Games For Team Building

3. coworker feud, “it’s all fun and games”.

Coworker Feud is a twist on the classic Family Feud game show! This multiple rapid round game keeps the action flowing and the questions going. You can choose from a variety of customizations, including picking the teams yourself, randomized teams, custom themes, and custom rounds.

Best for: Hybrid teams

Why this is an effective problem solving group activity: Coworker Feud comes with digital game materials, a digital buzzer, an expert host, and a zoom link to get the participants ready for action! Teams compete with each other to correctly answer the survey questions. At the end of the game, the team with the most competitive answers is declared the winner of the Feud.

How to get started:

• Sign up for Coworker Feud
• Break into teams of 4 to 10 people
• Get the competitive juices flowing and let the games begin!

Learn more here: Coworker Feud

4. Crack The Case

“who’s a bad mamma jamma”.

Crack The Case is a classic WhoDoneIt game that forces employees to depend on their collective wit to stop a deadly murderer dead in his tracks! Remote employees and office commuters can join forces to end this crime spree.

Best for: Remote teams

Why this is an effective problem solving group activity: The Virtual Clue Murder Mystery is an online problem solving activity that uses a proprietary videoconferencing platform to offer the chance for employees and coworkers to study case files, analyze clues, and race to find the motive, the method, and the individual behind the murder of Neil Davidson.

• Get a custom quote here
• Download the app
• Let the mystery-solving collaboration begin!

Learn more here: Crack The Case

5. Catch Meme If You Can

“can’t touch this”.

Purposefully created to enhance leadership skills and team bonding , Catch Meme If You Can is a hybrid between a scavenger hunt and an escape room . Teammates join together to search for clues, solve riddles, and get out — just in time!

Best for: Small teams

Why this is an effective problem solving group activity: Catch Meme If You Can is an adventure with a backstory. Each team has to submit their answer to the puzzle in order to continue to the next part of the sequence. May the best team escape!

• The teams will be given instructions and the full storyline
• Teams will be split into a handful of people each
• The moderator will kick off the action!

Learn more here: Catch Meme If You Can

6. Puzzle Games

“just something to puzzle over”.

Puzzle Games is the fresh trivia game to test your employees and blow their minds with puzzles, jokes , and fun facts!

Best for: In-person teams

Why this is an effective problem solving group activity: Eight mini brain teaser and trivia style games include word puzzles, name that nonsense, name that tune, and much more. Plus, the points each team earns will go towards planting trees in the precious ecosystems and forests of Uganda

• Get a free consultation for your team
• Get a custom designed invitation for your members
• Use the game link
• Dedicated support will help your team enjoy Puzzle Games to the fullest!

Learn more here: Puzzle Games

7. Virtual Code Break

“for virtual teams”.

Virtual Code Break is a virtual team building activity designed for remote participants around the globe. Using a smart video conferencing solution, virtual teams compete against each other to complete challenges, answer trivia questions, and solve brain-busters!

Why this is an effective problem solving group activity: Virtual Code Break can be played by groups as small as 4 people all the way up to more than 1,000 people at once. However, every team will improve their communication and problem-solving skills as they race against the clock and depend on each other’s strengths to win!

• Reach out for a free consultation to align the needs of your team
• An event facilitator will be assigned to handle all of the set-up and logistics
• They will also provide you with logins and a play-by-play of what to expect
• Sign into the Outback video conferencing platform and join your pre-assigned team
• Lastly, let the games begin!

Learn more here: Virtual Code Break

8. Stranded

“survivor: office edition”.

Stranded is the perfect scenario-based problem solving group activity. The doors of the office are locked and obviously your team can’t just knock them down or break the windows.

Why this is an effective problem solving group activity: Your team has less than half an hour to choose 10 items around the office that will help them survive. They then rank the items in order of importance. It’s a bit like the classic game of being lost at sea without a lifeboat.

• Get everyone together in the office
• Lock the doors
• Let them start working together to plan their survival

Learn more here: Stranded

9. Letting Go Game

“for conscious healing”.

The Letting Go Game is a game of meditation and mindfulness training for helping teammates thrive under pressure and reduce stress in the process. The tasks of the Letting Go Game boost resiliency, attentiveness, and collaboration.

Why this is an effective problem solving group activity: Expert-guided activities and awareness exercises encourage team members to think altruistically and demonstrate acts of kindness. Between yoga, face painting, and fun photography, your employees or coworkers will have more than enough to keep them laughing and growing together with this mindfulness activity!

• Reach out for a free consultation
• A guide will then help lead the exercises
• Let the funny videos, pictures, and playing begin!

Learn more here: Letting Go Game

10. Wild Goose Chase

“city time”.

Wild Goose Chase is the creative problem solving activity that will take teams all around your city and bring them together as a group! This scavenger hunt works for teams as small as 10 up to groups of over 5000 people.

Best for: Large teams

Why this is an effective group problem solving activity: As employees and group members are coming back to the office, there are going to be times that they’re itching to get outside. Wild Goose Chase is the perfect excuse to satisfy the desire to go out-of-office every now and then. Plus, having things to look at and see around the city will get employees talking in ways they never have before.

• Download the Outback app to access the Wild Goose Chase
• Take photos and videos from around the city
• The most successful team at completing challenges on time is the champ!

Learn more here: Wild Goose Chase

11. Human Knot

“for a knotty good time”.

The Human Knot is one of the best icebreaker team building activities! In fact, there’s a decent chance you played it in grade school. It’s fun, silly, and best of all — free!

Why this is an effective group problem solving activity: Participants start in a circle and connect hands with two other people in the group to form a human knot. The team then has to work together and focus on clear communication to unravel the human knot by maneuvering their way out of this hands-on conundrum. But there’s a catch — they can’t let go of each other’s hands in this team building exercise.

• Form a circle
• Tell each person to grab a random hand until all hands are holding another
• They can’t hold anyone’s hand who is directly next to them
• Now they have to get to untangling
• If the chain breaks before everyone is untangled, they have to start over again

Learn more here: Human Knot

12. What Would You Do?

“because it’s fun to imagine”.

What Would You Do? Is the hypothetical question game that gets your team talking and brainstorming about what they’d do in a variety of fun, intriguing, and sometimes, whacky scenarios.

Best for: Distributed teams

Why this is an effective group problem solving activity: After employees or coworkers start talking about their What Would You Do? responses, they won’t be able to stop. That’s what makes this such an incredible team building activity . For example, you could ask questions like “If you could live forever, what would you do with your time?” or “If you never had to sleep, what would you do?”

• In addition to hypothetical questions, you could also give teammates some optional answers to get them started
• After that, let them do the talking — then they’ll be laughing and thinking and dreaming, too!

13. Crossing The River

“quite the conundrum”.

Crossing The River is a river-crossing challenge with one correct answer. Your team gets five essential elements — a chicken, a fox, a rowboat, a woman, and a bag of corn. You see, the woman has a bit of a problem, you tell them. She has to get the fox, the bag of corn, and the chicken to the other side of the river as efficiently as possible.

Why this is an effective group problem solving activity: She has a rowboat, but it can only carry her and one other item at a time. She cannot leave the chicken and the fox alone — for obvious reasons. And she can’t leave the chicken with the corn because it will gobble it right up. So the question for your team is how does the woman get all five elements to the other side of the river safely in this fun activity?

• Form teams of 2 to 5 people
• Each team has to solve the imaginary riddle
• Just make sure that each group understands that the rowboat can only carry one animal and one item at a time; the fox and chicken can’t be alone; and the bag of corn and the chicken cannot be left alone
• Give the verbal instructions for getting everything over to the other side

14. End-Hunger Games

“philanthropic fun”.

Does anything bond people quite like acts of kindness and compassion? The End-Hunger Games will get your team to rally around solving the serious problem of hunger.

Best for: Medium-sized teams

Why this is an effective problem solving group activity: Teams join forces to complete challenges based around non-perishable food items in the End-Hunger Games. Groups can range in size from 25 to more than 2000 people, who will all work together to collect food for the local food bank.

• Split into teams and compete to earn boxes and cans of non-perishable food
• Each team attempts to build the most impressive food item construction
• Donate all of the non-perishable foods to a local food bank

Learn more here: End-Hunger Games

People Also Ask These Questions About Team Building Problem Solving Group Activities

Q: what are some problem solving group activities.

• A: Some problem solving group activities can include riddles, egg drop, reverse pyramid, tallest tower, trivia, and other moderator-led activities.

Q: What kind of skills do group problem solving activities & games improve?

• A: Group problem solving activities and games improve collaboration, leadership, and communication skills.

Q: What are problem solving based team building activities & games?

• A: Problem solving based team building activities and games are activities that challenge teams to work together in order to complete them.

Q: What are some fun free problem solving games for groups?

• A: Some fun free problem solving games for groups are kinesthetic puzzles like the human knot game, which you can read more about in this article. You can also use all sorts of random items like whiteboards, straws, building blocks, sticky notes, blindfolds, rubber bands, and legos to invent a game that will get the whole team involved.

Q: How do I choose the most effective problem solving exercise for my team?

• A: The most effective problem solving exercise for your team is one that will challenge them to be their best selves and expand their creative thinking.

Q: How do I know if my group problem solving activity was successful?

• A: In the short-term, you’ll know if your group problem solving activity was successful because your team will bond over it; however, that should also translate to more productivity in the mid to long-term.

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• 11 Benefits of teamwork in the workplac ...

11 Benefits of teamwork in the workplace (with examples)

Teamwork is one of the most important tools when it comes to organizational efficiency. Though we can all agree that teamwork is important, not everyone realizes just how impactful it is in the workplace. Teamwork in the workplace is when a group of individuals work together toward a collective goal in an efficient manner. When multiple people work together toward a common goal, your business can flourish. 

We’ve rounded up 11 top benefits of teamwork in the workplace, with examples throughout to help you better understand just how important teamwork is. Ready to work on teamwork? Let’s dive in.

What is teamwork?

Teamwork is the process of working collaboratively with a group of people to achieve a specific goal. It involves the combined efforts of individual members who bring their unique knowledge and skills to the table. Effective teamwork in the workplace relies on key components such as active listening and open communication, and ensures each person's input contributes towards reaching the team's goals.

Why is teamwork important?

Teamwork in the workplace is important because it supports an organization's operational efficiency. Strong team dynamics enable individual members to divide complex projects into manageable tasks, which enhance productivity and enable an organization to function more effectively. Moreover, successful teamwork creates a supportive network that can significantly enhance job satisfaction and employee morale.

Benefits of teamwork in the workplace

1. teamwork cultivates effective communication.

Effective teamwork in the workplace starts with solid communication . In order to work together—whether when ideating or working on a new project—you need to communicate to create cohesion and clear goals.

Communication starts by building camaraderie and team synergy . A great way to do this is by organizing team building activities. This could be a quick icebreaker at the beginning of a meeting or a whole day spent solving fictional problems with teammates. 

A successful team that demonstrates clear communication is more efficient and productive. Not to mention it creates an enjoyable work environment. 

Communication example: Daniella and Kabir are working on a project task together. Kabir is confused when reviewing the project notes so he messages Daniella to ask for help. They hop on a quick call and work through the problem together. By working as a team, they effectively communicated and were able to complete the task the same day. 

Tip: Take communication one step further by keeping tasks and collaboration in a shared digital space. That way, everyone can stay on the same page, no matter where they are.

 2. Teamwork improves brainstorming

Brainstorming is a powerful method that helps teams think outside of the box. It involves individuals working together by communicating ideas for a number of initiatives. These could include projects, processes, products, and services. 

Good teamwork means your team communicates and feels comfortable sharing their thoughts and ideas. Without teamwork, your brainstorming sessions could suffer, and, in turn, so could your team’s quality and performance. 

Ultimately, the success of brainstorming sessions relies on solid teamwork in the workplace. By investing time to foster trust and open communication, every individual’s potential can be maximized, benefiting the whole team. You can do this by connecting in a one on one setting regularly and encouraging team members to share their insights. 

Brainstorming example: Kat needs to come up with three design ideas for a new landing page. Instead of ideating by herself, she asks the team to join in on a brainstorming session. Since there are many team members sharing ideas, Kat receives more than enough ideas to get started. 

Tip: Check out 29 brainstorming techniques to help spark creativity within your team. 

3. Teamwork encourages a common goal

Having a common goal in mind is essential when it comes to prioritizing projects and new initiatives. With multiple team members working on individual tasks, a project goal helps keep deliverables aligned and ensures objectives are met. 

There are a number of ways you can communicate a goal in a way that both encourages teamwork in the workplace and promotes collaboration. These include:

Business case : A business case is a document that details the value of a project or initiative. This ensures each team member has the same starting point before diving into a project.

Team meeting: Meetings are a great way to get your team in one place to communicate expectations and work together. Having an initial meeting—as well as a post mortem meeting once the project is over—can help determine deliverables and ensure objectives were met. 

Timeline software : Timeline tools can help your team visualize the work you need to complete and how you’ll hit your project goals. Clarifying task due dates and dependencies unlocks teamwork and allows team members to thrive. 

Goal-oriented example: Kat is leading a meeting on a new process that’s being put into place. Kabir asks what the purpose of the process is. Kat explains that they’ll be adding a new tool to their scheduling process to automate some of the team’s work, like tedious and time consuming tasks. Now, the team understands the underlying goal.

Tip: Align tasks to goals using goal-setting software that helps you achieve progress and keeps team members on the right track every step of the way.

4. Teamwork in the workplace improves problem solving skills

Problems can be difficult to solve on your own. That’s why working together as a team can offer quicker and often more effective solutions. 

Not only does this help create an efficient process for problem solving, but using teamwork creates shared goals.

Problem solving example: Project manager Kat finds out there is an issue with image implementation that’s postponing the project launch date. Instead of trying to solve it alone, she enlists her team in a brainstorming session to come up with solutions. Because she asked her team for help, she was able to co-create a solution in just an hour, as opposed to what could have taken days by herself. 

Tip: Practice problem solving as a group by using team building activites to motivate your team members to feel confident in their solutions. 

5. Teamwork helps build trust

Trust in the workplace is something that is built over time. It takes transparent communication, one-on-one sessions, and support to build that trust with team members. 

A team that trusts each other feels comfortable communicating ideas, collaborating in the workplace , and growing individual strength. Not just that, but they also feel a sense of belonging within the group. 

The absence of teamwork in the workplace can lead to a breakdown in trust. This can result in team members feeling isolated and turning competitive, focusing on individual achievements over team success, which can undermine both morale and performance. 

Trust example: Ray has a task that’s overdue. His manager, Kabir, offers to sit down with him and offer support. Afterward, Ray feels relieved and has the confidence to complete the task. Next time he has an issue, he knows he can reach out to Kabir for support. 

Tip: Building teamwork in the workplace goes beyond the daily tasks; it's about connecting with your team members on a personal level. Figuring out what makes them unique is a great way to build trust over time. 

6. Teamwork improves company culture

Most companies strive for a good organizational culture , but it’s not as easy as having chats at the water cooler or a monthly pizza party. Company culture involves making your team members feel heard and empowered to do their best work while offering them work-life balance and an overall enjoyable work environment. 

To build culture, encourage camaraderie and teamwork in the workplace. Spending time with one another can help build this bond and, in turn, improve working relationships and the culture around the (virtual) office. 

Culture example: Kabir’s team has a huddle every Monday where they share what they did over the weekend and any upcoming projects for the week. Since they get to talk about both personal and work-related topics, the team enjoys their Monday meeting. In fact, communication and overall culture have improved since the team began meeting on Mondays. 

Tip: Build shared values by giving team members the opportunity to share the values they think are important. 

7. Teamwork creates efficiency

From communicating effectively to improving company culture, teamwork drives many benefits, including creating team efficiency . An efficient team works together to quickly manage problems and daily tasks. As a result, efficient teams use resources more effectively and reach their deliverables faster. When it comes to organizational growth, few strategies are as impactful as cultivating streamlined efficiency through teamwork in the workplace. Such cohesion is instrumental in fostering innovative solutions while maintaining consistent quality.

Efficiency example: There’s a new project on the horizon for Ray and his team. Ray’s first instinct was to ask Kat, his senior specialist, to tackle it since she’s the best fit to handle the task. After analyzing the difficulty of the project, he decides to have his entire team tackle it together. To his surprise, they completed the project in just half the initial timeline.

Tip: To encourage efficiency across projects, align your team using one work management tool. That way, everyone can clearly see the goals you’re working towards, the timeline for that work, and who's responsible for what.

8. Teamwork increases employee engagement

A little known secret to fostering long-term happiness and engagement is to nurture teamwork in the workplace. When team members feel part of a supportive group, they're more likely to be content and involved, which naturally boosts their work satisfaction over time. 

To increase employee engagement, encourage teamwork inside and outside of work. Schedule time for your team to connect about more than just work. Your team will feel more open when working in a group, which leads to a higher retention rate. 

Engagement example: Kat’s team has been working hard on a top priority project. Unfortunately, issues arose and now they have to stay late to finish the project before the weekend. Kat knows that she needs to do something to keep the team’s spirits and energy up. She decides to start the evening with a team building activity. This immediately engages the team and gets everyone excited to put their heads together and finish the project off strong.

Tip: Make your virtual meetings more engaging by starting them off with a quick ice breaker question to lighten up the mood. 

9. Teamwork motivates high performing teams

Accountability is a powerful motivator, and teamwork in the workplace is a surefire way to instill this sense of responsibility. It spurs team members not just to meet expectations, but to exceed them and willingly contribute their best ideas to the group's endeavors. The higher performing each team member is, the higher performing your overall team will be, meaning you can create high quality work more efficiently. Not only is a high performing team good for your company, but it also helps job satisfaction, as doing well will motivate individuals to continue growing their skillset.

High performing example: It’s team review time and Kat gets a shoutout at all hands for implementing a new process to increase productivity. Kabir, a new team member, feels empowered to work hard and will receive a superb review next quarter. 

Tip: High performing teams are usually made up of individuals who seek motivation from within, otherwise known as intrinsic motivation . 

10. Teamwork in the workplace develops individual strengths

Teamwork isn’t just about team success—it also supports individual development as well. Team members who grow their individual knowledge can then share that with others during future projects. 

The result: Individual team members grow their own strengths as well as the strengths of the team. These could include your ability to problem solve, effectively communicate , and combat procrastination—all of which are important skill sets to develop in the workplace. 

Individual strengths teamwork example: Kabir is new to the team and working on his first task. He’s a little stuck so he reaches out to a team member for help. Kat shares her tips on how she works on a similar task. She even shares a tool that Kabir didn’t know about. This helps him complete the task more efficiently.

Tip: If a team member can complete a task just as well as you could, delegate it without intervening. This allows your team members to grow their individual strengths and skills. 

11. Teamwork improves decision making skills

While problem solving and decision making sound similar, decision making skills are all encompassing. To be good at decision making, you need the confidence to make quick decisions based on the knowledge you’ve gathered in your role. 

Teamwork in the workplace is invaluable for improving decision-making abilities. It creates an environment where team members are encouraged to tackle questions and make decisions promptly, which is essential for real-time problem-solving.

Decision making teamwork example: Kabir is leading his first team meeting for a new project. As he’s explaining the upcoming timeline and deliverables, an executive asks who will be working on the project. Kabir is quick to answer confidently, as he’s already brainstormed with his team on who will tackle what. 

Tip: Encourage teamwork in the workplace by inviting team members to actively participate in important meetings, such as by presenting their solutions. This gets them used to explaining their thought process in front of other team members. 

How to improve teamwork in the workplace

Improving teamwork in the workplace is about fostering an environment that values the contributions of all team members and encourages collaborative efforts towards shared goals . It involves enhancing teamwork skills across the board. Here are seven steps you can take to foster great teamwork.

Clarify roles and responsibilities. Assign clear goals based on desired outcomes, allowing employees to understand their objectives. For instance, a designer might be tasked with improving user experience, as measured by customer feedback, rather than just completing a set number of designs.

Establish outcome-based expectations. Shift the focus from processes to results, which urges team members to think strategically about accomplishing their objectives. For example, this method could lead a sales team to prioritize closing deals that align with long-term business strategy over merely hitting short-term numbers.

Set standards of excellence. Define what high-quality work looks like for each position and establish performance benchmarks. A customer service rep, for example, would aim for swift resolution times and high satisfaction ratings, setting a clear target to strive towards.

Provide time for self-reflection. Allocate time for individuals to assess their strengths and passions. A software engineer might discover their knack for algorithm optimization, steering them towards new learning opportunities.

Align strengths with tasks. Give individual team members roles that capitalize on their strongest skills. When a marketing analyst with a talent for data visualization is tasked with creating campaign performance reports, their skill set directly enhances the value of the work produced.

Foster an atmosphere of trust and openness. Cultivate an environment that values teamwork in the workplace through sharing and open communication between colleagues. By establishing regular "open floor" meetings, team members can freely exchange innovative ideas and feedback, bolstering team performance.

Encourage continuous improvement. Establish a routine of constructive feedback, supporting personal and professional growth. This approach might involve quarterly performance discussions that not only review past achievements but also set actionable objectives for skills and career development.

Teamwork in the workplace FAQ

What are the benefits of working in teams .

Working in teams is beneficial because it allows for the division of difficult tasks, making complex projects more manageable and enabling solutions that leverage diverse skill sets. Teamwork in the workplace fosters a collaborative environment where each person contributes different perspectives, which can lead to more innovative solutions and shared success.

How do you demonstrate teamwork skills at work? 

Demonstrating teamwork skills at work involves actively listening to colleagues, contributing ideas, and showing reliability. Being part of a team means collaborating effectively, whether in person or virtually, and supporting others in achieving shared goals. Teamwork in the workplace is about being adaptable, communicative, and committed to the team’s success.

What makes a good team? 

A good team operates with a strong sense of unity and shared purpose. Its members possess complementary skills, and there's a balance of roles that ensures all necessary tasks are handled efficiently. Strong teamwork in the workplace embraces open communication, respects each other's contributions, and is focused on achieving collective goals.

Why is teamwork important in business? 

Teamwork is important in business because it brings together different viewpoints and improves problem-solving capabilities. It fosters efficiency and productivity, as tasks are completed faster with collaborative effort. The importance of teamwork in the workplace is also evident in driving innovation, as employees are encouraged to brainstorm and contribute ideas in a supportive setting. Plus, when teamwork is strong, it can lead to improved employee morale and job satisfaction.

Drive teamwork through communication

Teamwork is a valuable tool to use in the workplace that comes with a multitude of benefits. From building trust to encouraging problem solving skills, teamwork brings your team together and creates clear communication. 

If you want to encourage teamwork in the workplace, try work management software. Make working on common goals easier and keep communication streamlined.

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• Collaboration

Collaboration vs Teamwork: Understanding the Key Differences and Benefits

About the author

Jill Romford

Sep 22,2024 - Last update: Sep 22,2024

​ "Collaboration vs teamwork" is a common debate in organizational settings, often leading to confusion. While the terms are frequently used interchangeably, they represent distinct approaches to achieving goals. 

Understanding the differences between collaboration and teamwork is crucial for optimizing productivity and aligning team efforts with company objectives. Collaboration typically involves multiple departments working together to achieve a shared vision, while teamwork focuses on a group within a single department completing tasks towards a common goal.

This article will explore these concepts in detail, providing definitions, examples, and strategies for leveraging both approaches effectively. 

We will compare the advantages and disadvantages of collaboratio n and teamwork and offer practical tips on when to use each method. By the end, you'll have a clear understanding of how to create a balanced work environment that fosters both collaboration and effective teamwork.

The main Differences Between Collaboration and Teamwork

What is Collaboration? 

Collaboration is when individuals or teams from different departments join forces to achieve a common goal. Unlike teamwork, which often involves people within the same team, collaboration cuts across boundaries, bringing diverse skill sets together. Imagine the marketing team partnering with the product development team to launch a new feature. They brainstorm, share ideas, and co-create, working towards a shared outcome where credit is equally distributed.

• Bringing together diverse skill sets for enhanced creativity
• Encouraging shared decision-making while maintaining fluid autonomy
• Adapting flexible roles based on project requirements
• Emphasizing shared leadership with minimal hierarchical structures
• Key to driving innovative and creative problem-solving
• Open communication channels that encourage feedback and idea exchange
• Cross-functional teams working towards common goals
• Mutual trust and respect among team members
• Collective responsibility for project outcomes
• Continuous knowledge sharing and learning from one another
• Active engagement and participation from all stakeholders.

The outcome of effective collaboration is a cohesive product or service that reflects the strengths of all contributors. This approach fosters innovation and unity, as everyone involved feels ownership of the project's success.  

What is Teamwork? 

Teamwork, on the other hand, involves a group of individuals working within the same team to complete specific tasks. It's about coordinating efforts to achieve a shared objective, like a sales team strategizing to meet quarterly targets. Each member has a defined role, contributing to the larger goal through structured tasks.

• Team members possess similar skill sets to complement one another
• Individual autonomy is balanced within the team's goals
• Roles are clearly defined and responsibilities are divided
• Leadership is structured, with a clear hierarchy in place
• Emphasizes efficiency, task completion, and meeting deadlines
• Strong communication to ensure alignment on objectives
• Collaboration towards shared team goals and outcomes
• Mutual accountability and support among members
• A focus on leveraging strengths to enhance productivity
• Coordination and cooperation in executing tasks
• Encouragement of peer feedback to improve performance.

Teamwork is ideal when there's a clear leader and a straightforward path to success. It ensures efficiency and role clarity, making it easier to manage responsibilities and meet deadlines. While collaboration thrives on diverse input, teamwork excels in streamlined execution.

Collaboration vs Teamwork: Key Differences

The debate between collaboration vs teamwork often arises because both concepts involve people working together. However, their differences lie in the dynamics of ownership, goals, and processes. Collaboration brings together individuals or departments with varying expertise to achieve a shared vision. 

For example, when the product, marketing, and sales teams unite to launch a new product, they each contribute their unique insights, creating a cohesive outcome that reflects everyone's input. The ownership here is collective, and each team's success hinges on continuous alignment and shared responsibility.

In contrast, teamwork focuses on completing a specific set of tasks within a structured environment. Imagine a finance team working to close quarterly financial statements. Each member has a clear role, such as reconciling accounts or preparing reports. The primary objective is task execution, with individuals owning their respective areas. While the team's success is shared, each person's responsibility is confined to their role.

Understanding when to apply each approach is crucial. Collaboration is ideal for projects requiring innovative solutions or input from various departments. It encourages creativity and fosters a sense of shared purpose. On the other hand, teamwork is most effective for projects with defined goals and deadlines, where efficiency and role clarity are essential. By choosing the right approach, organizations can maximize productivity and employee engagement.

Examples of Collaboration and Teamwork in the Workplace

​ Understanding the examples of collaboration and teamwork helps clarify their differences and applications. Collaboration might involve a product launch involving multiple departments, while teamwork could be seen in a project team working to meet specific deadlines.

Here are some collaboration vs teamwork examples:

Examples of Collaboration in the Workplace

Consider a scenario where the marketing and product development teams come together to launch a new feature. The marketing team gathers customer insights, while the product team uses this data to refine the feature. Both teams share a common goal: delivering a product that meets market needs. This collaborative effort requires shared responsibility and mutual feedback, ensuring the feature's success is a collective win.

Another example is an HR team collaborating with the IT department to implement a new employee management system. 

While HR outlines requirements, IT handles the technical implementation. Both teams actively contribute, own different aspects of the project, and ultimately celebrate its successful rollout. This type of collaboration leverages diverse skills and aligns departmental goals with the organization's broader mission.

Examples of Teamwork in the Workplace

n example of effective teamwork is a sales team working together to meet quarterly revenue targets. Each member focuses on their specific role—some handle client outreach, others manage follow-ups, and another coordinates logistics. Clear roles and structured tasks ensure every aspect of the sales process is covered, allowing the team to achieve its collective goal efficiently.

Similarly, consider a project team assigned to develop a new marketing campaign. 

Each member has a designated role: one person writes copy, another designs visuals, and a third manages social media. This structured approach allows the team to work in unison, meeting deadlines and producing a cohesive campaign. Unlike collaboration, teamwork here focuses on task execution rather than shared ownership of the entire project.  

The debate between collaboration vs teamwork often arises because both concepts involve people working together. 

However, their differences lie in the dynamics of ownership, goals, and processes. Collaboration brings together individuals or departments with varying expertise to achieve a shared vision. For example, when the product, marketing, and sales teams unite to launch a new product, they each contribute their unique insights, creating a cohesive outcome that reflects everyone's input. The ownership here is collective, and each team's success hinges on continuous alignment and shared responsibility.

Understanding when to apply each approach is crucial. Collaboration is ideal for projects requiring innovative solutions or input from various departments. It encourages creativity and fosters a sense of shared purpose. On the other hand, teamwork is most effective for projects with defined goals and deadlines, where efficiency and role clarity are essential. 

By choosing the right approach, organizations can maximize productivity and employee engagement.

Advantages and Disadvantages of Teamwork

Recognizing the advantages and disadvantages of teamwork can help organizations deploy it effectively while being aware of its limitations. One of the main advantages is efficient task execution. With roles clearly defined, teams can break down complex projects into manageable parts, leading to swift and precise outcomes. For instance, a customer support team handling inquiries can divide tasks based on expertise, ensuring that each query is resolved by the most qualified individual.

Another benefit is role specialization. In teamwork, individuals can hone specific skills, making them experts in their designated areas. This specialization improves overall team performance, as seen in design teams where some members focus on visuals while others specialize in user experience.

However, teamwork isn't without its drawbacks. Communication gaps can occur, especially when tasks are siloed and team members are not fully aware of others' contributions. For example, in large-scale projects, if the development team doesn't communicate effectively with the testing team, misunderstandings can lead to delays or errors. Additionally, there can be a lack of ownership. When roles are too rigid, team members might feel detached from the project's overall success, reducing their motivation and engagement.

To mitigate these issues, it's important to foster open communication and ensure every team member understands how their work contributes to the bigger picture. This approach not only enhances the team's efficiency but also boosts morale and commitment.

Advantages and Disadvantages of Collaboration

Understanding the advantages and disadvantages of collaboration is key to harnessing its full potential while being mindful of possible challenges. One of the greatest strengths of collaboration is the diversity of ideas it brings to the table. When teams from different departments come together, they contribute unique perspectives and skills, leading to innovative solutions. For instance, when the marketing, design, and tech teams collaborate on a new product feature, the final result is more refined and user-centric because it incorporates insights from all relevant fields.

Another advantage is shared ownership and accountability. Collaboration fosters a sense of collective responsibility, where each participant feels equally invested in the project's success. This often leads to higher motivation and engagement. A good example is cross-functional task forces in companies, where employees from various roles unite to solve complex challenges, resulting in improved problem-solving and team cohesion.

However, collaboration also has its downsides. One major drawback is the potential for misalignment. With multiple voices contributing, it can be challenging to keep everyone on the same page. This can lead to confusion and delays, especially if there isn't a clear leader or decision-making process in place. For example, if a product launch team lacks clarity on who has the final say, conflicting opinions can stall progress.

Additionally, collaboration can sometimes result in diluted accountability. When responsibility is shared, individuals might not feel fully accountable for specific outcomes, leading to reduced initiative and follow-through. This is often seen in group projects where the lack of defined roles causes some members to contribute less, relying on others to carry the weight.

To mitigate these issues, it's crucial to establish clear goals, roles, and communication channels from the outset. This way, the team can enjoy the benefits of collaboration—diverse input and shared success—without falling into common pitfalls.

How to Foster Collaboration in Your Organization ​

To build a collaborative culture within your organization, start by setting shared goals that require input from various departments. When teams unite around a common purpose, they are more motivated to contribute their expertise and insights. Promoting cross-functional teams is another effective strategy; this approach brings together diverse skills and perspectives, enhancing problem-solving and innovation. 

Encourage teams to use AgilityPortal to communicate and track progress. This platform enables seamless collaboration, document sharing, and project management, making it easier for everyone to stay aligned and engaged. To measure the success of these efforts, regularly assess project outcomes and team satisfaction through surveys and performance metrics. 

This will help identify areas for improvement and ensure that collaboration is contributing positively to organizational goals.

How to Promote Effective Teamwork in the Workplace ​  

Effective teamwork starts with clearly defined roles and responsibilities. When each team member understands their specific tasks and how they contribute to the overall objective, it reduces confusion and boosts efficiency.

Regular communication is also essential. Establish a routine for team check-ins and feedback sessions to keep everyone aligned and engaged. Utilize AgilityPortal to streamline communication and manage tasks efficiently. 

This tool allows teams to share updates, track progress, and collaborate on projects from a single platform, ensuring everyone is on the same page. By providing the right resources and a supportive environment, you can cultivate a strong team dynamic that enhances productivity and fosters a sense of unity.

5 Ideas about Collaboration and Teamwork

Here are 5 ideas about collaboration and teamwork that can enhance productivity and foster a positive working environment:

• Encourage Open Communication -  One of the most important aspects of both collaboration and teamwork is transparent communication. Providing employees with platforms like AgilityPortal for real-time messaging and feedback allows for smooth idea-sharing and problem-solving. Open communication ensures that team members can express their ideas, share concerns, and receive constructive input, enhancing collaboration.
• Establish Clear Roles and Responsibilities -  Effective teamwork thrives on clearly defined roles. When each team member knows their specific responsibilities, projects are completed efficiently. However, flexibility in roles during collaborative efforts is also important, as it encourages team members to contribute beyond their primary duties and foster creativity.
• Promote a Culture of Trust and Respect -  Trust is the foundation of successful teamwork and collaboration. Team members need to trust each other's skills and perspectives. By promoting a culture of respect and understanding, organizations can encourage a more inclusive and supportive environment where people feel empowered to collaborate openly and effectively.
• Use the Right Tools for Collaboration -  Digital platforms like AgilityPortal provide the necessary tools for seamless teamwork and collaboration. Features such as file sharing, task management, and virtual brainstorming sessions allow teams to work together efficiently, whether in the office or remotely.
• Balance Individual and Team Contributions -  Both collaboration and teamwork require a balance between individual contributions and collective effort. Recognizing the value of each person's unique input while also emphasizing team goals creates a more cohesive and motivated team.

These 5 ideas about collaboration and teamwork can help organizations develop a stronger, more engaged workforce that achieves both creative and operational success.

Teamwork and collaboration skills

Teamwork and collaboration skills are essential for success in any organization. Here are key skills that contribute to effective teamwork and collaboration:

• Communication -  Clear and concise communication is crucial in both teamwork and collaboration. It ensures that ideas, feedback, and instructions are understood, fostering mutual understanding and minimizing confusion.
• Active Listening -  Active listening involves paying full attention to others' ideas and feedback without interruption. This skill helps build trust and makes team members feel valued, which is essential for effective collaboration.
• Adaptability -  Being flexible and open to change is important in collaborative environments. Teams often face evolving tasks and challenges, and being adaptable ensures that everyone can contribute to shifting priorities and new ideas.
• Problem-Solving -  The ability to think critically and find solutions together is a key part of teamwork. Collaborative problem-solving enables teams to tackle challenges from multiple perspectives and come up with more innovative solutions.
• Conflict Resolution -  In any team, conflicts may arise. Effective conflict resolution skills, such as empathy and diplomacy, help address disagreements in a constructive manner and maintain a positive team dynamic.
• Accountability -  Each team member should take responsibility for their tasks and contributions. Accountability builds trust and ensures that all team members are equally committed to the success of the group.
• Emotional Intelligence -  Understanding and managing emotions—both your own and others'—is critical in maintaining harmony within a team. Emotional intelligence fosters a supportive and collaborative environment.

Developing these teamwork and collaboration skills enhances individual and collective performance, leading to stronger, more cohesive teams.

AgilityPortal Enhances Team Dynamics with Powerful Engagement Features

AgilityPortal elevates team dynamics. In today's organizations, both teamwork and collaboration are essential, often overlapping, running parallel, and occurring interchangeably. Regardless of the goal, both concepts thrive on effective communication and reliable platforms. 

As we explore the differences between collaboration and teamwork, it's important to highlight tools that enhance team interactions. 

AgilityPortal, with its robust communication features, supports both the structured needs of teamwork and the creative spirit of collaboration, making it the ideal platform for fostering unity, innovation, and productivity.

Frequently Asked Questions

1. what is the key difference between collaboration and teamwork.

​While both collaboration and teamwork involve working with others, the key difference lies in the approach. Collaboration emphasizes the open exchange of ideas and creative problem-solving, often with flexible roles and shared decision-making. Teamwork , on the other hand, focuses on structured tasks with clearly defined roles, responsibilities, and a hierarchy to achieve a specific goal.

2. Can collaboration and teamwork occur at the same time? ​  

Yes, collaboration and teamwork often overlap. In many cases, teams will work in a structured manner to complete tasks (teamwork), while also collaborating on more open-ended or innovative aspects of a project. The two approaches complement each other, with collaboration fostering creativity and teamwork ensuring efficiency and task completion.

3. Which is more important for organizational success: collaboration or teamwork? ​  

Both are equally important. Teamwork ensures that tasks are completed efficiently and that team members have clear responsibilities, which is crucial for meeting deadlines and achieving short-term goals. Collaboration , on the other hand, is essential for innovation, problem-solving, and long-term growth. Successful organizations strike a balance between the two, leveraging teamwork for operational efficiency and collaboration for creative development.

4. How does AgilityPortal support both collaboration and teamwork? ​  

AgilityPortal offers features tailored to both collaboration and teamwork. For teamwork , it provides structured tools like shared calendars, task management, and role assignment to keep projects on track. For collaboration , it enables brainstorming sessions, file sharing, and open communication channels, allowing teams to innovate and problem-solve together seamlessly.

5. When should a company prioritize collaboration over teamwork? ​  

Companies should prioritize collaboration when they are in the early stages of brainstorming, product development, or problem-solving, where open communication and diverse perspectives are critical. However, teamwork becomes more important during the execution phase, where defined roles and tasks are necessary to bring ideas to life and meet project goals.

6. Can AgilityPortal improve both collaboration and teamwork in a remote work environment? ​

Absolutely. AgilityPortal's suite of communication and project management tools is designed to keep remote teams connected and aligned. It offers the flexibility needed for collaboration through features like virtual brainstorming sessions, while also supporting teamwork with task assignments, deadlines, and progress tracking. This makes it ideal for remote or hybrid work setups, ensuring teams stay productive and engaged.

By understanding the distinction between collaboration and teamwork, organizations can create a more balanced approach to achieving their goals, with AgilityPortal as a powerful tool to support both dynamics.

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The Best Virtual Team-Building Activities for Remote Teams

• May 8, 2024

All Blogs Remote & Global Workforce

10 Mins Approx

Imagine this: You are neck-deep in work, fueled by a questionable amount of coffee, when a hilarious cat video interrupts your team chat. Laughter erupts across the virtual divide, momentarily breaking focus and uplifting mood.

That’s the magic of team cohesion in a remote setting.

Like galaxies, virtual teams are composed of individual stars that shine brightly despite vast distances. However, unlike stars, remote teams need more than just individual brilliance to thrive. They require a cohesive structure, effective communication, and a shared vision to navigate the challenges of their vast digital expanse.

Without the watercooler chats and shared lunches of a physical office, building strong bonds can feel like trying to herd digital kittens — adorable, but a chaotic challenge.

Virtual team-building aims to foster connections, create a sense of belonging, build trust, understand each other’s work styles, and establish an environment where teammates feel comfortable sharing ideas, regardless of their significance.

Remote team Management Done Right: Top Virtual Team-Building Activities for Global Startups and Enterprises

Virtual team-building activities should take precedence when it comes to employee well-being as it’s known to boost team spirit and keep remote work blues away.

Here are some ways to get the ball rolling.

1. Creative virtual activities

These activities are designed to provide a refreshing break from mundane video calls and emails, sparking curiosity and promoting a more vibrant and enjoyable remote work environment.

Origami challenge

Ever folded paper into a crane or a toad? Origami challenges are a creative and relaxing way to bond with remote teams. Imagine the laughter and friendly banter as all attempt to master intricate folds and shapes together.

Why not learn a new origami design as a team or spice things up with a competition to see who can craft the most unique folded masterpiece?

It’s a surprising test of concentration and clear communication — following instructions solely through voice chat is bound to lead to some hilarious misshapen creations and a flock of oddly contorted paper birds.

But that’s all part of the fun.

Photo of the day

Curious to turn team chats into a vibrant window into everyone’s world? The ‘Photo of the Day’ challenge is a fun and creative way to let teammates peek into each other’s lives.

Here’s how it works: every day, a different person shares a snapshot they’ve captured, along with the story behind it.

It could be anything – their quirky work-from-home setup, a breathtaking sunset view, or even their pet’s latest hilarious antic. Just imagine the laughter, the “oohs” and “aahs,” and the conversations that’ll spark from these daily glimpses into each other’s worlds.

The best part? It’s a breeze to set up.

Simply create a dedicated channel on the team chat platform like Slack or Teams, and let the photo-sharing shenanigans unfold.

Bond over shared experiences, inside jokes, and a deeper understanding of what makes remote teammates tick – one candid snapshot at a time.

Virtual paint day

Virtual painting is the perfect team-building activity that blends creativity, connection, and laughter.

Led by a virtual instructor, team members follow step-by-step instructions to craft their own masterpieces. Just imagine the fun of comparing artistic visions and teams gently poking fun at each other’s abstract interpretation of a tree.

This activity is a fantastic way to relax, bond with teammates, and discover hidden artistic talents. The best part? It’s a breeze to set up using video platforms like Zoom or Microsoft Teams.

Whether they’re a seasoned painter or a complete novice, virtual painting promises an evening of laughter, camaraderie, and maybe even a few accidental masterpieces.

2. Problem-solving challenges

From tricky client requests to unexpected technical glitches, problem-solving is a must-have skill for any team.

Enter problem-solving activities.

These global teamwork exercises test a team’s thinking muscles and unearth creative solutions, ditching the mundane meeting room and bonding over shared mind-bending missions. Imagine the buzz as teams toss around wild ideas, cracking codes, navigating virtual escape rooms, or piecing together clues.

These activities will leave them laughing, pondering, and high-fiving their way to the solution, flexing those problem-solving muscles and unlocking a whole new level of remote team cohesion.

Escape rooms

This activity is about reliving childhood adventures of cracking codes and solving puzzles to escape a locked room.

Virtual escape rooms bring that same heart-pounding thrill online, perfect for boosting remote team cohesion. Teams work together to conquer tough digital challenges and “escape” the virtual room.

It’s an absolute blast for building communication, fostering cooperation, and flexing those critical thinking muscles — all while sharing plenty of good laughs. These virtual team-building activities are a surefire way to strengthen cultural integration across global teams.

After all, there’s no better bonding experience than joining forces to overcome a shared mission, even if it’s a simulated one.

So, why not inject some excitement into the next remote team management strategy? Virtual escape rooms promise an adrenaline-pumping, problem-solving adventure that’ll have your global teamwork hitting new heights.

Coworker Feud

Another virtual team-building activity that’ll have teams’ competitive spirits soaring. Coworker Feud, the digital spin on the classic game show Family Feud, is a surefire way to ignite that fire and strengthen remote team cohesion.

Just like the original, players go head-to-head, battling wits to guess the most popular answers to a series of thought-provoking questions. It’s a fast-paced, high-energy showdown that sharpens communication skills and gets global teams thinking on their toes.

As teammates banter back and forth, exchanging friendly cheers and jabs, cultural integration takes shape. Coworker Feud is the perfect icebreaker for letting personalities shine across time zones.

Introducing this level of fun to remote team management strategy promises more than just laughs. It builds the bonds that turn colleagues into a tight-knit crew, united in overcoming challenges together.

Lost at Sea

This activity throws your team into a deserted island scenario, but with a twist – they only have a handful of random objects to help them survive.

The challenge? To work together and rank the objects based on their usefulness.

It starts with individual brainstorming, then teams come together to decide which tools are most crucial. Lost at Sea is a fantastic way to boost decision-making, collaboration, and critical thinking – all while stranded on an island.

Try the Hunt is a virtual team-building activity that’ll put global teams’ problem-solving capabilities to the ultimate test.

This online game throws a mix of riddles, intriguing pictures, and brain teasers.

Working together against the clock, players must collaborate and strategize to claim victory. It’s a pressure-cooker scenario demanding clear communication and creative thinking.

The Hunt is the perfect remote team cohesion activity for smaller squads. As challenges increase, bonds tighten — an effective way to foster cultural integration and remote team management.

3. Cultural exchange activities

Building a strong and successful global team requires embracing the unique backgrounds and cultures of each member.

Virtual team-building activities that celebrate this diversity are a fantastic way to foster a sense of connection and understanding across borders.

Here are some engaging ideas to get started.

MythBusters – around the world

Divide teams into groups and assign each group a cultural “myth” or stereotype from a different country.

The groups research the myth’s origin and validity and then present their findings to the team.

This activity encourages critical thinking, dismantles stereotypes, and fosters an appreciation for cultural nuances.

Design a global product

Present a common product like a water bottle or toothbrush and challenge teams to redesign it for a specific cultural market.

Participants need to consider factors like traditional materials, aesthetics, functionality, and social norms.

This sparks creativity, problem-solving skills, and an understanding of how cultural preferences influence design.

Cultural Pictionary

Instead of words, use proverbs, idioms, or cultural symbols for virtual Pictionary.

This challenges a team’s knowledge of different cultures and encourages creative expression. Bonus points if the team can explain the meaning or origin of the proverb or symbol they’re depicting.

Multilingual conversation hour

Celebrate the linguistic talents within a team; dedicate an hour to conversations in different languages.

Team members can take turns teaching basic phrases in their native tongue, share cultural anecdotes, or simply engage in conversation.

This is a fantastic opportunity to appreciate the diverse linguistic abilities within the team and a proven way to break down communication barriers.

Virtual cultural potluck

Invite team members to share a traditional dish from their culture, complete with a recipe and its significance.

This activity allows everyone to learn about different cuisines and cultural traditions, while also creating a space for members to share a part of their heritage.

Fostering Growth Through Virtual Reflection Meetings

In today’s fast-paced world, teams often struggle to step back and reflect on their work. This can hinder growth and lead to valuable lessons being unlearned.

Virtual reflection meetings offer a powerful solution, fostering open communication and shared learning in a convenient online format.

Imagine a space where team members can discuss recent projects, not just deliverables, but how they approached them. This honest exchange allows for:

1. Enhanced teamwork

By openly discussing challenges and successes, teams build trust and understanding, learning from each other’s experiences and fostering better collaboration in future projects.

2. Improved communication

Reflection meetings encourage active listening and clear communication. Team members learn to articulate their thoughts and perspectives effectively, leading to smoother collaboration across projects.

3. Boosted self-awareness

Reflecting on experiences allows individuals to identify areas for personal growth. This self-awareness empowers them to take ownership of their professional development.

4. Stronger client relationships

By reflecting on client interactions, teams can identify areas for improvement. This leads to a more seamless client experience and strengthens long-term partnerships.

Virtual reflection meetings offer several advantages over traditional in-person gatherings. They eliminate geographical barriers, allowing participation from remote team members.

Additionally, they bring about anonymity through online surveys or polls that encourage more candid responses. They can also be easily recorded, creating a valuable resource for future reference.

Here’s how to implement virtual reflection meetings effectively:

1. Set a regular rhythm

Determine a meeting cadence that suits your team’s workflow. Weekly reflections might be ideal for fast-paced environments, while monthly sessions work well for longer-term projects.

2. Choose a theme

Choose a topic for reflection. It could be a specific project, a recurring challenge, or a general aspect of team collaboration.

3. Embrace diverse roles

Assign roles like facilitator, learner (who shares an experience), timekeeper, and notetaker to ensure a smooth and focused discussion.

4. Prepare guiding questions

Craft questions that spark deep thinking and encourage open dialogue. Share them beforehand so team members can come prepared.

5. Create a safe space

Cultivate a supportive environment. Set clear ground rules emphasizing mutual respect and non-judgment.

Building Strong Remote Team Cohesion: The Multiplier Advantage for Impeccable Global Teamwork

Distributed work is the new normal, and fostering a strong company culture across borders is essential. Team-building activities are crucial for this, but how do you plan and execute them effectively across different time zones?

Technology has provided a treasure trove of tools to bridge the physical gap: through communication platforms, allowing real-time interactions; via project management software, keeping everyone on the same page; and by way of interactive whiteboards and online games, transforming virtual meetings into engaging experiences.

But to (really) take remote team management to the next level, you need to consider platforms like Multiplier.

Multiplier: Your Virtual Team-Building Partner

As a global Employer of Record (EOR), it takes care of the complexities of hiring and managing international teams . This frees you up to focus on building a strong company culture.

Here’s how Multiplier streamlines virtual team building across multiple time zones.

• Global onboarding: Onboard and manage your global team on a single platform. This streamlines communication and information sharing, fostering a sense of connection despite physical distance.
• Unified payroll and benefits: Manage payroll and benefits for your entire team in one place, regardless of location. This ensures everyone feels valued and eliminates the confusion of multiple systems.
• Compliance ensured: Multiplier takes care of local labor laws and regulations, freeing you to focus on team-building activities.

Motivated Remote Teams for Ambitious Global Brands

Virtual team-building activities are a fun way to boost morale, break the ice, and create a sense of community despite physical distance. These activities can be simple and free, like online trivia or emoji contests, or more elaborate planned events.

The key is to find activities that are inclusive and engaging for your team, regardless of location or time zone. By taking the time to step away from work and connect on a personal level, you’ll foster stronger relationships and a more cohesive unit.

This translates to a more motivated team, ready to collaborate and tackle any challenge, be it across the country or around the world.

Through Multiplier EOR , you can hire talented, driven international candidates for your business.

What’s more, by transferring complex tasks like payroll, compliance , onboarding, freelancer hiring , visa and immigration support , and employee ESOP s administration to Multiplier, you’ll have more time to invest in what matters most — building a strong, collaborative, and engaged global workforce to drive your vision forward.

Ready to experience global teamwork like never before?

Speak to us today for a demo.

Creating remote teams should be fairly easy with our solutions

Content Writer

Will is a Content Writer at Multiplier. With a background in technology journalism, he is passionate about busting jargon, getting to the heart of complex topics, and writing pieces you'll enjoy reading.

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200+ Employee Evaluation Example Phrases (Positive & Negative)

By Status.net Editorial Team on September 24, 2024 — 11 minutes to read

Good employee evaluation phrases help managers give clear, helpful feedback. They make the process easier for both the manager and the employee. With the right phrases, you can highlight strengths and suggest areas for improvement.

Using example phrases can save you time and stress. They give you a starting point for your evaluations, and you can then adjust them to fit each employee’s unique situation. This makes your reviews more accurate and useful for everyone involved. In this article, we are sharing more than 200 employee evaluation examples, both positive and negative, for a variety of skills.

Employee Evaluation Example Phrases

Communication and interpersonal skills.

Positive examples:

• You express ideas clearly and concisely.
• Your active listening skills are excellent.
• You build strong relationships with coworkers and clients.
• Your written communications are well-organized and error-free.
• You’re great at giving constructive feedback.
• Your presentations are engaging and informative.
• You’re a skilled negotiator and problem-solver.
• You show empathy and understanding in difficult situations.
• Your body language and tone are always professional.
• You’re an effective team player and collaborator.

Negative examples:

• You often interrupt others when they’re speaking.
• Your emails are frequently unclear or contain errors.
• You struggle to explain complex ideas to non-experts.
• You avoid difficult conversations with coworkers.
• Your presentations lack structure and clarity.
• You have trouble accepting feedback from others.
• You sometimes come across as dismissive or rude.
• You don’t contribute much during team meetings.
• Your body language can appear closed off or defensive.
• You struggle to adapt your communication style to different audiences.

Teamwork and Collaboration

• You always lend a hand to your coworkers when they need help.
• Your positive attitude lifts team morale.
• You communicate clearly with team members.
• You’re great at resolving conflicts within the group.
• You actively participate in team meetings and discussions.
• You respect others’ ideas and opinions.
• You’re willing to compromise for the good of the team.
• You share credit for team successes.
• You’re reliable and meet team deadlines.
• You foster a supportive team environment.
• You often work alone instead of collaborating with others.
• Your communication with team members needs improvement.
• You sometimes struggle to accept feedback from coworkers.
• You could be more open to others’ ideas.
• You miss team meetings frequently.
• Your negative attitude affects team morale.
• You have trouble meeting team deadlines.
• You don’t always pull your weight in group projects.
• You could be more supportive of your teammates.
• You sometimes create conflicts within the team.

Problem-Solving and Critical Thinking

• You quickly identify root causes of issues.
• Your solutions are creative and effective.
• You ask insightful questions to gather information.
• Your analytical skills are impressive.
• You remain calm under pressure when solving problems.
• You consider multiple perspectives before making decisions.
• Your logical approach leads to great outcomes.
• You break down complex issues into manageable parts.
• You’re not afraid to think outside the box.
• You consistently find ways to improve processes.
• You often struggle to see the big picture.
• Your problem-solving skills need improvement.
• You tend to make rushed decisions without proper analysis.
• You have trouble breaking down complex issues.
• Your solutions are sometimes impractical or unrealistic.
• You often overlook important details when problem-solving.
• You could benefit from developing your critical thinking skills.
• You sometimes jump to conclusions without enough evidence.
• Your approach to problem-solving lacks structure.
• You have difficulty adapting to unexpected challenges.

Leadership and Management Skills

• You inspire and motivate your team effectively.
• Your decision-making skills are excellent.
• You delegate tasks appropriately.
• You communicate expectations clearly.
• You handle conflicts professionally.
• You promote a positive work environment.
• You set achievable goals for your team.
• You provide constructive feedback regularly.
• You lead by example.
• You encourage creativity and innovation.
• You struggle to make timely decisions.
• Your communication with team members is inconsistent.
• You often micromanage tasks.
• You have difficulty addressing conflicts.
• You don’t provide enough guidance to your team.
• You fail to recognize team achievements.
• Your leadership style is too authoritarian.
• You don’t delegate responsibilities effectively.
• You struggle to adapt to changing situations.
• You don’t promote teamwork and collaboration.

Time Management and Efficiency

• You consistently meet deadlines and manage your time well.
• Your ability to prioritize tasks is impressive.
• You’re great at balancing multiple projects without dropping the ball.
• Your efficiency in completing tasks is commendable.
• You make excellent use of your work hours.
• Your organizational skills help you stay on top of your workload.
• You’re proactive in identifying and addressing potential time-wasters.
• Your time estimates for projects are usually spot-on.
• You’re skilled at delegating tasks when appropriate.
• You’ve shown improvement in managing your time over the past year.
• You often struggle to meet deadlines.
• Your time management skills need improvement.
• You seem to have trouble prioritizing your tasks effectively.
• Your work pace is slower than expected for your role.
• You frequently get distracted during work hours.
• Your desk and files are often disorganized, slowing you down.
• You tend to procrastinate on important tasks.
• You underestimate the time needed for projects.
• You hesitate to delegate tasks, even when overwhelmed.
• Your efficiency has decreased compared to last year.

Adaptability and Flexibility

Positive phrases:

• You quickly adjust to new tasks and responsibilities.
• Your ability to adapt to change is impressive.
• You remain calm and productive during times of uncertainty.
• You’re always willing to learn new skills and technologies.
• You embrace challenges with a positive attitude.
• You’re open to feedback and use it to improve your work.
• You find creative solutions when faced with obstacles.
• You handle last-minute changes gracefully.
• You’re flexible in your approach to problem-solving.
• You thrive in dynamic work environments.

Negative phrases:

• You struggle to adapt to new processes or procedures.
• You resist change and prefer to stick to familiar routines.
• You become stressed when faced with unexpected situations.
• You have difficulty learning new skills or technologies.
• You complain about changes instead of embracing them.
• You’re reluctant to try different approaches to tasks.
• You become frustrated when plans change suddenly.
• You have trouble adjusting your work style to meet new demands.
• You often miss deadlines when faced with unexpected challenges.
• You struggle to work effectively in fast-paced environments.

Professionalism and Work Ethic

Professionalism and work ethic are key traits employers look for in their staff.

• You always dress appropriately for the workplace
• Your punctuality sets a great example for the team
• You handle difficult situations with grace and tact
• Your communication style is clear and respectful
• You consistently meet deadlines and deliver quality work
• You show excellent judgment in decision-making
• Your positive attitude lifts the entire office
• You maintain a clean and organized workspace
• You’re always willing to help coworkers in need
• You represent our company well to clients and partners
• Your attire often doesn’t meet our dress code standards
• You’re frequently late to work and meetings
• You struggle to control your emotions in stressful situations
• Your communication can be unclear or abrasive at times
• You often miss deadlines or turn in rushed work
• Your decision-making needs improvement
• Your negative attitude affects team morale
• Your disorganized workspace impacts your productivity
• You’re reluctant to assist colleagues when asked
• Your behavior has reflected poorly on our company image

Quality of Work

Quality of work is a key factor in employee evaluations. It shows how well someone does their job tasks.

• You consistently produce error-free reports
• Your attention to detail is impressive
• You take pride in delivering top-notch results
• Your work always meets or exceeds expectations
• You show great care in your project deliverables
• Your output is reliable and accurate
• You strive for excellence in all tasks
• Your work quality sets a high standard for others
• You put in extra effort to ensure quality results
• Your thorough approach leads to superior outcomes
• Your work often contains preventable errors
• You rush through tasks, sacrificing quality
• Your projects frequently require extensive revisions
• You struggle to meet basic quality standards
• Your work lacks attention to important details
• You often submit incomplete or subpar deliverables
• Your output is inconsistent in quality
• You need to double-check your work more carefully
• Your careless mistakes create extra work for others
• You prioritize speed over accuracy too often

Technical Competence and Expertise

• You consistently deliver high-quality technical solutions.
• Your coding skills are top-notch and greatly benefit the team.
• You stay up-to-date with the latest industry trends and technologies.
• Your technical knowledge is impressive and well-applied.
• You excel at troubleshooting complex technical issues.
• Your ability to explain technical concepts to non-technical staff is excellent.
• You show great initiative in learning new technical skills.
• Your technical documentation is clear, thorough, and helpful.
• You consistently meet or exceed technical project requirements.
• Your technical expertise has significantly improved team productivity.
• Your technical skills need improvement to meet job requirements.
• You struggle to keep up with new technologies in our field.
• Your code often contains errors and requires frequent revisions.
• You have difficulty explaining technical concepts to others.
• Your troubleshooting skills are not as strong as we need them to be.
• You often miss deadlines due to technical challenges.
• Your technical documentation is often incomplete or unclear.
• You rely too heavily on others for technical support.
• You need to improve your attention to detail in technical work.
• Your technical skills haven’t progressed as expected in your role.

Customer Service Skills

Customer service skills are key for many jobs. They help workers connect with clients and solve problems.

• You excel at making customers feel valued.
• Your patience when dealing with tough clients is impressive.
• You have a knack for turning unhappy customers into loyal ones.
• Your friendly demeanor puts customers at ease.
• You’re great at finding creative solutions to customer issues.
• Your ability to stay calm under pressure is admirable.
• You consistently go above and beyond for customers.
• Your product knowledge helps you answer customer questions quickly.
• You’re skilled at de-escalating tense situations.
• Your positive attitude shines through in every customer interaction.
• You sometimes struggle to maintain a professional tone with difficult customers.
• Your responses to customer inquiries can be slow at times.
• You need to work on actively listening to customer concerns.
• Your product knowledge could use some improvement.
• You occasionally miss opportunities to upsell or cross-sell.
• Your body language can come across as impatient or bored.
• You need to be more proactive in following up with customers.
• Your explanations to customers are sometimes unclear or confusing.
• You could improve on empathizing with customer frustrations.
• You need to be more consistent in your customer service quality.

Setting the Right Tone for Feedback

Constructive feedback techniques.

When giving feedback, focus on specific behaviors and their impact. Use “I” statements to share your observations. For example, say “I noticed you missed two deadlines this month” instead of “You’re always late with your work.”

Offer suggestions for improvement along with your critique. This shows you’re invested in the employee’s growth. You might say, “To help meet deadlines, try breaking big projects into smaller tasks.”

If applicable, ask questions to understand the employee’s perspective. This can uncover hidden issues and show you’re open to dialogue. Try asking, “What challenges are you facing with time management?”

Balanced Assessment

Start with positive feedback to set a good tone by highlighting the employee’s strengths and achievements. You could say, “Your customer service skills have really shined this quarter.”

Be honest about areas needing improvement, but frame them as growth opportunities. Instead of saying “Your presentations are boring,” try “I think you could make your presentations more engaging by adding visual aids.”

End on an upbeat note to motivate the employee. Express confidence in their ability to improve and grow. You might say, “I’m excited to see how you’ll tackle these challenges in the coming months.”

Examples: Phrase Examples for Constructive Commentary

• “You’ve made great progress in meeting deadlines. Let’s work on improving your planning skills.”
• “Your attention to detail is impressive. Consider sharing your methods with the team.”
• “Your customer service skills are strong. Try to apply those same skills when working with colleagues.”
• “You show creativity in problem-solving. Next, focus on implementing those ideas more quickly.”
• “Your technical skills are solid. Now, let’s develop your leadership abilities.”
• “You’re great at starting projects. Work on seeing them through to completion.”
• “Your written reports are clear. Aim to make your verbal presentations equally effective.”
• “You handle pressure well. Try to maintain that calm when dealing with difficult clients.”
• “Your work is high quality. Let’s find ways to increase your output without sacrificing that quality.”
• “You’re a team player. Consider taking on more individual projects to showcase your skills.”

Examples: Positive Reinforcement and Encouragement

• “Your dedication to learning new skills is admirable. Keep up the great work!”
• “Your positive attitude lifts the whole team. It’s a pleasure to work with you.”
• “You consistently exceed expectations. Your hard work is noticed and appreciated.”
• “Your ability to meet tight deadlines is impressive. You’re a key part of our success.”
• “Your innovative ideas have greatly improved our processes. Keep thinking outside the box!”
• “Your attention to detail ensures high-quality work. It sets a great example for others.”
• “Your leadership skills have grown significantly. You’re becoming a valuable mentor.”
• “Your teamwork and collaboration skills are outstanding. You bring out the best in others.”
• “Your customer service skills are top-notch. Clients often praise your helpfulness.”
• “Your problem-solving abilities have saved us time and resources. Great job!”
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