1. Present real-world problems. Some experts believe focusing on real-life scenarios is crucial, especially with team-building for managers, but also when the exercises are directed at other — or all — levels. “A tough economic climate affords organizational leaders an opportunity to shift focus to controllable rather than the constant stream of bad news. A corollary of this idea is to ensure that employees build upon what they have learned when they return to work. Certainly, having employees engage in purely fun activities as a respite from the constant bad news may reduce stress and foster togetherness, and engaging in a philanthropic activity can make employees feel good about their company. But neither translates into helping to solve an immediate or pressing business problem, such as how to streamline a process or readjust to new circumstances.

2. Account for different styles and personalities. One employee may love a certain exercise, while another may hate it. Use activities that have different roles to choose from in order to make space for everyone.

3. Choose a facilitator who will tailor the program to you. Make sure the person or company will work on what you want to accomplish rather than insisting on what they think you need. Team building doesn’t necessarily require an outside facilitator or a special time or place. Good managers incorporate elements of team-building activities into their teams’ day-to-day work If companies want a way to jump start innovation, team-building exercises can be a real contributor to the long-term success of the company.