Beyond the Offsite: 3 Steps to Turn Team-Building into Team Breakthroughs

Have you ever been part of a truly great team? If so, you know the feeling: flow in full force, everyone pulling together and achieving more collectively than they could alone. The energy is high, ideas fly freely, and results exceed expectations.

Now think of the opposite — a dysfunctional leadership team. In such a team, silos rule the day. Trust is low, morale is even lower, conflicts are swept under the rug, and accountability is lacking. Meetings become energy-draining exercises in politics and finger-pointing. I’ve seen first-hand how these toxic dynamics sabotage performance and sap everyone's energy.

The difference between these two scenarios isn’t just about “team spirit” – it directly impacts the business. The bottom line. You can measure a high-performing team in value creation, growth, innovation, retention, and profitability. But long before those numbers come in, you can feel the difference. A great team just feels different. I know, this sounds perhaps a bit soft. But there's no better way to describe it. 

Team Development Requires Real Commitment

Many leadership teams say they want to improve, but before you invest in team development, consider two hard truths:

1. Get the Right People in Place First: If you’re contemplating major changes in your leadership team (replacing or adding members), address those big people moves before launching any team development initiative. It’s no use bonding over a workshop today if a key player will be gone tomorrow. Sustainable team development rests on a foundation of the right people in the right roles.

2. It’s Not a One-Off Event: A single workshop or offsite will not transform your team overnight. Team development is not a one-time checkbox – it’s a continuous process baked into how your team operates. You must integrate development into your regular leadership rhythm and be willing to follow through over the long haul.

To illustrate these points, consider these two real life examples from our practice:

A.  Ticking the box (Burning money away): A decade ago, one CEO we worked with tried this approach: they asked us to assist with a single team-building offsite. What we didn't know was that he needed to show the board he was addressing teamwork, then made no further effort. He didn't tell us beforehand, but we found out afterwards. Predictably, nothing changed — within weeks the team slid back into silos and distrust, and any short-term boost was lost. That one-off event ended up being a waste of time and burning money away (and the end of our cooperation).

B.  All-In, Long-Term Investment (Good Example): In contrast, another CEO, that I highly respect, took the opposite path: he made team development a continuous priority. We held frank, sometimes uncomfortable sessions, and even when he faced pushback from some of his direct reports, or other urgent business pressures, he stayed committed. Over time, that consistency paid off. Today, their company enjoys strong, profitable growth, faster innovation, a pipeline of future leaders, and healthy risk management. Most importantly, deep trust permeates his leadership team — and those old silos are gone.

Why did the second case succeed where the first failed? The difference was real leadership commitment. Building a great team is a journey, not a quick fix. The best leaders I know invest in their teams long before things break down, not as a last resort. They understand that how the team works together is the glue that holds the what (business results) together.

Three Things You Can Do Starting Tomorrow

1. Make Team Development a Habit: Pick one recurring action that keeps team growth on the front burner. Block 30 minutes in your weekly leadership meeting to discuss how you’re working together (not just what you’re working on). Or schedule a follow-up offsite before the first one even finishes, ensuring there’s always a next step. By making team-building a regular process, you signal that this is a priority – not a one-day outing. (Sure, a fun offsite or BBQ can boost morale, but by itself it’s not enough to transform your team’s performance.)

2. Foster Openness and Trust: As the leader, set the tone by being a bit vulnerable. Ask your team for feedback on your own leadership and truly listen. Tomorrow morning, start your meeting by sharing one area where you are working to improve, and invite others to do the same. Simple acts like acknowledging your mistakes or thanking someone for challenging your ideas go a long way. This kind of openness breaks down walls and builds trust — the bedrock of any great team.

3. Tackle the Tough People Issues: If you have a team member who undermines trust or clearly isn’t a good fit, don’t procrastinate. Face it head-on. Tomorrow, take a concrete step – have that tough conversation or start planning a change. Every day of delay hurts the whole team. Great teams have zero tolerance for toxic behavior. Having the right people in place is essential for the team to thrive.

Building a high-performance team requires consistent, intentional effort – it won’t happen by accident or in a single day. Pick one of the actions above and put it into practice tomorrow, then keep going. Your commitment will pay off in a more united, high-trust team that drives real business results. Investing in your leadership team is investing in your future success.


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Hope this inspires

Paul Donkers