Once a year is not enough. If it were, we would not still be seeing the same team problems twelve months later.
The honest answer is that the right frequency depends on what your team is going through. But here is a general guide that works for most corporate teams:
- Twice a year as a baseline. One session early in the year to set the tone and align around goals. One mid-year or year-end session to reset, recharge, and recalibrate.
- After significant change. Mergers, restructures, new leadership, rapid growth, or a difficult year all create fractures in team trust. These need to be addressed directly, not left to settle on their own.
- When performance starts slipping. Not every performance issue is a skills problem. Sometimes teams underperform because the dynamic is broken. Team building can surface that and start fixing it.
- When you bring new people in. Onboarding new team members into an existing culture takes more than a welcome lunch. A structured session accelerates integration.
Steve works with companies across South Africa on an ongoing basis precisely because one session starts the conversation, but sustained improvement requires reinforcement. His approach through motivational workshops and speaking gives teams a framework they can keep building on.
See also: Why Does a Facilitator Matter?
