Explore Team Building Problem Solving Activities to Boost Teamwork

In today's complex workplace, the ability to solve problems collaboratively is no longer a soft skill; it's a critical competitive advantage. A 2017 McKinsey & Company report highlights that well-connected teams show a productivity increase of 20-25%. Yet, many organizations still rely on outdated exercises that fail to translate into real-world performance gains. This article moves beyond generic advice to provide a curated roundup of 10 evidence-based team building problem solving activities designed for measurable impact.

Each activity is detailed not just for engagement, but to reveal deep insights into your team's dynamics. You will uncover their inherent communication patterns, decision-making styles, and innovation potential. We provide a comprehensive blueprint for each exercise, covering facilitation, materials, and specific outcomes to track. The goal is to equip HR leaders and managers with tools that generate actionable data on team performance and cultural alignment.

To truly embed problem-solving into your culture and achieve a competitive advantage, consider various innovative approaches and strategies, such as exploring these 10 Corporate Team Building Event Ideas. This guide, however, focuses on connecting the results of targeted activities to a data-driven strategy for building a resilient, high-performing culture. We will demonstrate how observations from a single workshop can inform long-term talent development, improve team composition, and create a more cohesive and effective organization.

1. The Escape Room Challenge

The Escape Room Challenge is a high-stakes, time-bound simulation that locks a team in a themed room, tasking them with solving a series of interconnected puzzles to "escape" within a set timeframe, typically 60 minutes. This activity is one of the most effective team building problem solving activities because it creates a microcosm of a high-pressure work project. Success hinges on clear communication, rapid task delegation, and the ability to leverage diverse cognitive strengths under a ticking clock.

This format directly mirrors workplace dynamics, revealing how individuals approach complex problems, manage stress, and collaborate toward a common goal. While specific internal program details are proprietary, Deloitte has publicly discussed using gamification and simulations, including escape room-style challenges, in its leadership and development centers to assess these exact behaviors in a controlled setting. The immersive nature of the challenge makes it a powerful diagnostic tool.

How to Implement The Escape Room Challenge

Best For: Assessing collaboration under pressure, improving cross-functional communication, and identifying natural leaders or specific problem-solving styles (e.g., analytical, creative, logistical).

Materials & Setup:

• Venue: A commercial escape room facility (in-person or virtual).
• Group Size: 4-8 people per room for optimal engagement.
• Time Allocation: 90-120 minutes (including 60 minutes for the activity and 30-60 minutes for a guided debrief).

Actionable Tips for Maximum Impact

• Pre-Activity Priming: Use culture assessment data, such as from MyCulture.ai, to form balanced teams. Combine individuals with strong analytical skills with those who excel in creative thinking to observe how they synergize.
• Focus the Debrief: After the activity, guide a discussion with questions like, "Who took the lead on the first puzzle, and why?" or "Where did our communication break down, and how did we recover?" This connects the game directly to workplace behaviors.
• Embrace Technology: For distributed teams or a novel twist, consider technology-driven options. Modern twists on this classic include VR Escape Rooms, offering new dimensions to collaborative puzzle-solving and accommodating remote participants.
• Observe Without Intervening: Designate a facilitator to observe team dynamics without participating. They should note communication patterns, decision-making processes, and how the team handles setbacks, providing valuable insights for the post-activity analysis.

2. Cross-Functional Project Challenges

Cross-Functional Project Challenges are structured, real-world simulations where teams composed of members from different departments (e.g., HR, engineering, marketing) collaborate to solve a business problem with defined constraints. This activity is a powerful real-world application of team building problem solving activities because it breaks down departmental silos and forces individuals to integrate diverse skill sets and perspectives to achieve a common, tangible outcome.

This approach directly simulates the complex, matrixed project environments common in modern organizations. A well-documented example is AT&T's "The Innovation Pipeline" (TIP) challenge, which brings together employees from across the company to develop and pitch new business ideas, revealing how varied expertise converges to solve multifaceted problems. The activity serves as both a problem-solving exercise and a catalyst for building lasting interdepartmental relationships and understanding.

How to Implement Cross-Functional Project Challenges

Best For: Breaking down organizational silos, improving interdepartmental communication, fostering innovation, and assessing how employees adapt to different working styles and functional languages.

Materials & Setup:

• Project Brief: A clear document outlining the problem, goals, constraints (budget, timeline, resources), and expected deliverables.
• Group Size: 5-7 people per team, ensuring representation from at least three different departments.
• Time Allocation: Varies from a half-day workshop to a multi-week "sprint," depending on project complexity. Include dedicated time for a final presentation and a structured debrief.

Actionable Tips for Maximum Impact

• Strategic Team Assembly: Use culture assessment data from a platform like MyCulture.ai to pre-assess soft skills and work styles. Intentionally create teams that blend different approaches to problem-solving to see how they navigate potential friction and build synergy.
• Align with Business Goals: Choose projects that address real strategic priorities. This increases participant buy-in and ensures the outcomes provide genuine value to the organization, as seen in AT&T's innovation challenges.
• Rotate Leadership Roles: Assign a different project lead for various phases of the challenge (e.g., brainstorming, planning, execution). This allows multiple team members to develop leadership skills and helps identify who excels in different project stages.
• Document the Process: Task teams with documenting their decision-making journey. This creates a valuable artifact for the debrief, revealing how they handled disagreements, allocated resources, and overcame obstacles. This process can also highlight areas where enhanced workplace conflict resolution strategies are needed.

3. Marshmallow Tower Building Activity

The Marshmallow Tower Building Activity is a fast-paced, hands-on design challenge where teams compete to build the tallest freestanding structure using a limited set of materials: spaghetti, tape, string, and a single marshmallow that must sit on top. The task must be completed in just 18 minutes, making it an excellent exercise for observing team dynamics under a tight deadline. This classic activity brilliantly exposes a team's approach to planning, prototyping, and collaboration.

Popularized by Tom Wujec in his 2010 TED talk "Build a tower, build a team," the challenge reveals a fascinating insight: kindergarteners consistently outperform business school graduates. This is because children tend to start building and iterating immediately, while adults spend too much time planning a single "perfect" solution that often fails under the marshmallow's weight. This makes the activity a powerful metaphor for agile methodologies and the value of rapid prototyping, used in programs at companies like Google and design schools like Stanford's d.school.

How to Implement the Marshmallow Tower Building Activity

Best For: Uncovering a team's natural planning and execution style, encouraging agile thinking and rapid iteration, and serving as a high-energy icebreaker before deeper problem-solving sessions.

Materials & Setup:

• For each team: 20 sticks of uncooked spaghetti, 1 yard of masking tape, 1 yard of string, and 1 standard marshmallow.
• Group Size: 3-5 people per team.
• Time Allocation: 30-45 minutes (including 18 minutes for the activity and 12-27 minutes for debrief and analysis).

Actionable Tips for Maximum Impact

• Run Multiple Rounds: Conduct two or three rounds of the challenge. This allows teams to learn from their initial failures and demonstrates the power of iterative improvement in a tangible way.
• Assign Rotating Roles: In each round, assign specific roles like "Strategist," "Builder," and "Materials Manager." This forces individuals to step outside their comfort zones and adapt their communication styles.
• Focus on the "Why": During the debrief, move beyond who won. Ask questions like, "What assumptions did we make that proved incorrect?" and "At what point did we realize our initial plan needed to change?"
• Connect to Culture: Use the observations to spark a conversation about the organization's approach to innovation. Discuss whether the company culture encourages experimentation and learning from failure, as the kindergarteners do, or demands a perfect plan from the start.

4. Constraint-Based Innovation Workshops

Constraint-Based Innovation Workshops turn conventional brainstorming on its head by introducing artificial limitations to solve a real business problem. Instead of asking teams for boundless ideas, this method challenges them to develop viable solutions within a tight framework of constraints, such as a limited budget, a specific set of tools, or a tight deadline. This approach is a powerful team building problem solving activity because it mirrors the reality of modern business where innovation rarely happens in a vacuum.

This format forces teams to move beyond obvious answers and fosters a deeper level of creative thinking. By treating limitations as a creative catalyst rather than a barrier, participants learn to be more resourceful, focused, and agile. Prominent examples of this methodology include Google Ventures' Design Sprint, which compresses months of work into a single week, and IBM's Design Thinking framework, which uses constraints to accelerate client solutions. These workshops reveal a team's resilience and ability to innovate under pressure.

How to Implement Constraint-Based Innovation Workshops

Best For: Driving practical innovation, improving resourcefulness, and testing a team's ability to pivot and adapt to real-world business challenges.

Materials & Setup:

• Venue: A large room with whiteboards, sticky notes, and breakout spaces.
• Group Size: 5-7 people per team to encourage diverse input without hindering decision-making.
• Time Allocation: 3-4 hours (including a briefing, the workshop, and a final presentation/debrief).

Actionable Tips for Maximum Impact

• Select Relevant Problems: Choose a genuine business challenge your organization is facing. This grounds the activity in reality and increases participant investment, as they know their ideas could have a real impact.
• Clearly Define Constraints: Be explicit about the limitations from the start. For example, "Develop a marketing plan for our new product with a budget of only $500," or "Design a new onboarding process using only our existing software suite."
• Commit to Winning Ideas: Create a clear pathway for the best ideas to be implemented. A commitment to follow through, or a transparent explanation of why an idea cannot be used, validates the team's effort and encourages future participation.
• Assess Innovation Mindset: Before the workshop, use data from a tool like MyCulture.ai to assess each participant's creative confidence and problem-solving orientation. Use this information to create balanced teams that blend divergent and convergent thinkers for more robust outcomes.

5. Blind Polygon Team Challenge

The Blind Polygon Team Challenge is a powerful sensory-deprivation exercise that forces a team to rely exclusively on verbal communication and shared understanding to achieve a common goal. Team members are blindfolded and must work together to form a specific geometric shape, like a square or triangle, using a length of rope. This activity is a standout among team building problem solving activities because it strips away non-verbal cues and exposes the core mechanics of a team's communication framework.

This exercise creates a level playing field, neutralizing the influence of traditional workplace hierarchy and compelling participants to listen actively and articulate ideas with extreme clarity. Its long-standing use in experiential education programs like Outward Bound demonstrates its effectiveness in building foundational trust and communication skills. Success is impossible without members trusting the input of others and contributing constructively to a shared mental model of the solution.

How to Implement the Blind Polygon Team Challenge

Best For: Enhancing verbal communication clarity, building interpersonal trust, and revealing how a team organizes itself to solve an ambiguous problem.

Materials & Setup:

• Venue: An open, hazard-free space (indoor or outdoor).
• Group Size: 6-12 people to ensure complexity without being unmanageable.
• Time Allocation: 45-60 minutes (including 15-20 minutes for the activity and 30-40 minutes for an in-depth debrief).
• Materials: One long rope (tied into a loop, ~30-50 feet) and blindfolds for each participant.

Actionable Tips for Maximum Impact

• Prioritize Psychological Safety: Before starting, clearly state that participation is voluntary and offer an alternative role (e.g., observer) for anyone uncomfortable with blindfolds. This establishes a foundation of respect.
• Structure the Debrief: Center the post-activity discussion on the communication experience. Ask questions like, "What words or phrases were most effective in creating a shared understanding?" and "At what point did you feel the most confusion, and how did the group overcome it?"
• Record and Analyze: With consent, video record the session. Reviewing the footage with the team can provide powerful, objective insights into communication patterns, who interrupts, who listens, and how consensus is built.
• Connect to Trust: Use the activity as a direct segue into a discussion about workplace trust. This exercise tangibly demonstrates how clear communication and reliance on others are essential pillars for effective teamwork, which is a key component of building team trust discussed in our guide to improving trust in teams.

6. Reverse Mentoring Cross-Generational Problem-Solving

Reverse Mentoring is a strategic pairing that flips the traditional mentorship model on its head. It pairs junior or newer employees with senior leaders to collaboratively tackle specific business problems. This activity moves beyond simple knowledge transfer; it becomes one of the most impactful team building problem solving activities by forcing two distinct perspectives to merge and create a more robust, innovative solution. The senior member gains insight into new technologies and emerging market trends, while the junior member learns strategic thinking and organizational navigation.

This structure directly addresses the "experience gap" that can stifle innovation. It systematically breaks down hierarchical and generational barriers, fostering mutual respect and psychological safety. This practice was famously pioneered by former General Electric (GE) CEO Jack Welch in the late 1990s to help senior executives understand the internet. This initiative didn't just teach tech skills; it fundamentally changed how leaders approached problems, blending deep industry knowledge with a digital-native mindset.

How to Implement Reverse Mentoring

Best For: Bridging generational divides, fostering innovation, developing leadership skills in junior talent, and solving complex problems that require both institutional knowledge and fresh perspectives.

Materials & Setup:

• Structure: A defined program with clear goals, timelines (e.g., 3-6 months), and specific problem statements.
• Group Size: One-on-one pairings.
• Time Allocation: 1-2 hours per month for structured meetings, with ongoing collaboration as needed to solve the assigned problem.

Actionable Tips for Maximum Impact

• Make Strategic Pairings: Use culture assessment data to inform pairings. For instance, MyCulture.ai can identify individuals with complementary communication styles or problem-solving approaches (e.g., a "big picture" senior leader with a "detail-oriented" junior analyst) to create a balanced partnership.
• Focus on a Real Problem: Don't make the exercise abstract. Assign a tangible business challenge, such as "How can we improve our social media engagement with Gen Z?" or "What digital tools could streamline our current workflow?" This ensures the activity produces measurable business value.
• Establish Two-Way Goals: Set clear expectations from the outset. The goal isn't just for the senior leader to learn, but for the pair to deliver a viable solution. Define what success looks like for both the relationship and the project outcome.
• Document and Share Learnings: Require pairs to document not only their proposed solution but also their process and mutual learnings. These insights can be shared with other teams to scale the cultural and operational benefits of the program.

7. Scenario-Based Decision-Making Simulations

Scenario-Based Decision-Making Simulations are structured exercises where teams navigate realistic workplace challenges, making choices that have branching consequences. Participants confront interconnected problems like crisis management, ethical dilemmas, or budget allocation, where each decision shapes the next scenario. This method is a powerful team building problem solving activity as it forces participants to think critically about long-term impacts and align their choices with organizational values.

These simulations mimic the complexity of real business environments, revealing a team's collective decision-making process under controlled conditions. For instance, Harvard Business Publishing provides a catalog of online simulations used by corporations and business schools to test and cultivate strategic thinking among emerging leaders. The immediate feedback and analytics from digital simulations offer a clear mirror to a team’s operational priorities and ethical alignment.

How to Implement Scenario-Based Simulations

Best For: Developing strategic thinking, assessing alignment with company values, improving crisis management capabilities, and strengthening cross-functional decision-making.

Materials & Setup:

• Platform: A digital simulation tool or a facilitator with a well-designed branching narrative script.
• Group Size: Small groups of 3-6 people to ensure active participation from everyone.
• Time Allocation: 90-120 minutes (45-60 minutes for the simulation and 45-60 minutes for a thorough debrief).

Actionable Tips for Maximum Impact

• Customize Scenarios: Develop scenarios that reflect genuine challenges your organization faces. This makes the exercise immediately relevant and provides practical, transferable insights into daily operations.
• Focus the Debrief: Center the post-activity discussion on the why behind each choice. Ask, "What values influenced your decision at this juncture?" or "How did you weigh the short-term needs against the long-term consequences?"
• Integrate Culture Data: Use pre-activity assessment data, such as from MyCulture.ai, to understand the team's baseline values. Compare their simulated decisions against these stated values to identify and discuss any gaps.
• Map Unintended Consequences: Ensure your simulation's branching logic is realistic. A key learning objective is helping teams recognize how a seemingly small operational decision can create unforeseen ethical or cultural ripples down the line.

8. Build-a-Product Hackathon (Internal)

An internal Build-a-Product Hackathon is a time-compressed, high-intensity event where cross-functional teams conceive, prototype, and pitch new products or process improvements over a 24 to 48-hour period. This activity excels as one of the most dynamic team building problem solving activities by simulating a full product lifecycle at high speed. It forces teams to rapidly align on a vision, delegate tasks based on expertise, and pivot based on constraints, mirroring the agile demands of modern business.

This immersive challenge goes beyond theoretical exercises by focusing on tangible business problems, from internal workflow inefficiencies to unmet customer needs. The success of features like Facebook's "Like" button, famously born from an internal company hackathon, validates this model. By tasking employees with creating real-world solutions, companies can unearth hidden talent and foster a culture where proactive problem-solving is the norm.

How to Implement a Build-a-Product Hackathon

Best For: Driving innovation, fostering cross-departmental collaboration, identifying entrepreneurial talent, and stress-testing agile decision-making processes.

Materials & Setup:

• Venue: A large, open space (physical or virtual) with breakout areas, whiteboards, and reliable Wi-Fi.
• Group Size: Teams of 3-6 to ensure all members are actively engaged.
• Time Allocation: 24-48 hours for the hackathon, plus a half-day for final presentations and judging.

Actionable Tips for Maximum Impact

• Define Strategic Problems: Frame the hackathon around specific business priorities or well-defined customer pain points. This ensures the creative energy is channeled into generating valuable, relevant ideas rather than random concepts.
• Build Balanced Teams: Intentionally form teams with a mix of skills and perspectives. Using tools like MyCulture.ai can help you pair creative, big-picture thinkers with detail-oriented implementers, creating the synergy needed for building high-performing teams. You can learn more about how to build high-performing teams on MyCulture.ai.
• Provide Expert Resources: Make mentors available throughout the event. Access to subject matter experts in design, engineering, and product management can help teams overcome technical hurdles and refine their pitches, increasing the quality of the final output.
• Focus on Process, Not Just Winning: Celebrate the innovative effort and collaborative spirit of all participants, not just the winning team. Document each team's problem-solving journey and decision-making process to capture valuable organizational learnings. Commit to a formal review process for the top ideas.

9. Perspective-Taking Role Reversal Exercises

Perspective-Taking Role Reversal is an immersive empathy-building exercise where team members temporarily step into the shoes of colleagues from different departments, roles, or hierarchical levels. This activity directly confronts departmental silos and communication gaps by forcing participants to experience daily operational realities from a new vantage point. It is one of the most powerful team building problem solving activities for uncovering systemic friction and fostering deep, cross-functional understanding.

This exercise moves beyond theoretical discussions about collaboration and creates a shared lived experience. When a manager works a shift on the front lines or a software engineer takes customer support calls, they gain firsthand insight into the challenges their colleagues face. This firsthand knowledge is critical for solving deep-rooted organizational problems. For instance, outdoor retailer REI has a widely-known program where corporate employees work in its retail stores, ensuring that strategic decisions are grounded in the customer and employee reality.

How to Implement Perspective-Taking Role Reversal

Best For: Breaking down departmental silos, building organizational empathy, improving process design, and identifying hidden operational bottlenecks.

Materials & Setup:

• Venue: The actual work environments of the participating roles (e.g., warehouse floor, customer service desk, sales department).
• Group Size: Pairs or small groups for direct shadowing and role-swapping. Can be scaled across an organization.
• Time Allocation: Varies significantly, from a half-day shadowing session to a full week embedded in a different role. A 90-minute structured debrief is essential.

Actionable Tips for Maximum Impact

• Structure the Debrief: The real value is unlocked during reflection. Guide a post-swap discussion with targeted questions like, "What was the most unexpected challenge you faced?" and "Which assumption about that role was proven wrong?" This turns experience into actionable insight.
• Target Specific Pain Points: Use this exercise strategically. If there is known friction between Sales and Operations, orchestrate a role swap between these teams to directly address the source of conflict and misunderstanding.
• Connect Insights to Culture: Frame the exercise as a cultural initiative. Use data from a tool like MyCulture.ai to identify teams with low scores in collaboration or communication, then use role reversals as a targeted intervention to improve those specific cultural markers.
• Empower Participants to Suggest Changes: Conclude the debrief by brainstorming process improvements based on the new perspectives gained. This ensures the activity leads to tangible organizational problem-solving, not just a temporary feeling of empathy.

10. Structured Problem-Solving Frameworks Training (Lean Six Sigma, Design Thinking, Root Cause Analysis)

Structured Problem-Solving Frameworks Training moves teams beyond ad-hoc solutions by equipping them with rigorous, proven methodologies like Lean Six Sigma's DMAIC (Define, Measure, Analyze, Improve, Control) or Design Thinking's five stages (Empathize, Define, Ideate, Prototype, Test). This approach is one of the most transformative team building problem solving activities because it standardizes how teams dissect challenges, ensuring a consistent, data-driven, and collaborative process. It builds a shared language and toolkit for tackling complex issues systematically.

This method directly addresses the root causes of business challenges rather than just managing symptoms. For example, Toyota’s A3 problem-solving process is deeply embedded in its lean manufacturing culture, empowering every employee to contribute to continuous improvement. Similarly, IBM’s widespread adoption of Design Thinking has shifted its focus to user-centric innovation, demonstrating how these frameworks can reshape an entire organization's problem-solving DNA.

How to Implement Structured Frameworks Training

Best For: Creating a shared problem-solving culture, tackling complex or recurring business challenges, enhancing analytical skills, and improving cross-functional process efficiency.

Materials & Setup:

• Facilitator: A certified trainer or an expert in the chosen framework (e.g., Six Sigma Black Belt, Design Thinking facilitator).
• Venue: A workshop space (in-person or virtual) with whiteboards, sticky notes, and collaboration tools.
• Group Size: 8-15 people per training cohort to ensure active participation.
• Time Allocation: Varies significantly by framework; a foundational workshop may take 1-3 full days, with project application spanning several weeks or months.

Actionable Tips for Maximum Impact

• Align Framework to Strategy: Choose a methodology that supports your organization's core goals. If customer-centricity is key, use Design Thinking. For operational excellence, Lean Six Sigma is ideal.
• Solve a Real Problem: Apply the training immediately to a high-visibility, real-world business problem. This demonstrates immediate value and solidifies learning.
• Measure Rigorously: Define clear success metrics before you begin, such as cost savings, reduction in cycle time, or improved customer satisfaction scores. This proves the ROI of the training.
• Provide Ongoing Coaching: Training is just the start. Provide post-workshop coaching and mentorship to help teams navigate real-world application challenges and sustain momentum. This is crucial for developing the deeper skills needed for an effective assessment of critical thinking and problem-solving.

Comparison of 10 Team Problem-Solving Activities

From Activity to Advantage: Embedding Problem-Solving into Your Culture

The journey through these ten team building problem solving activities, from the high-stakes collaboration of an Escape Room to the disciplined creativity of a Constraint-Based Innovation Workshop, reveals a fundamental truth: great teams are not born, they are built. They are forged through shared challenges, intentional practice, and a commitment to continuous improvement. The activities detailed in this guide are far more than just enjoyable breaks from the daily routine; they are powerful diagnostic and developmental tools. They serve as micro-labs where you can observe communication patterns, identify emerging leaders, and uncover the unspoken dynamics that either accelerate or hinder your team's performance.

The true value, however, is unlocked in the transition from a one-off event to an embedded cultural practice. The goal isn't just to build a taller marshmallow tower; it's to internalize the principles of rapid prototyping, iterative feedback, and resourcefulness that the exercise teaches. It's about taking the empathy gained from Perspective-Taking Role Reversals and applying it to the next cross-departmental project, ensuring every stakeholder's viewpoint is genuinely considered.

Turning Insights into Lasting Impact

Merely completing an activity is not enough. The critical next step is structured reflection and deliberate integration. A 2014 study by Tannenbaum and Cerasoli published in the Journal of Applied Psychology found that structured team debriefs can improve team performance by an average of 20-25%. This post-activity debrief is where learning is codified and translated into actionable workplace behaviors.

Consider these key takeaways as you move forward:

• Observation is a Starting Point, Not an Endpoint: Use activities like the Blind Polygon Challenge to identify natural communicators and those who are more hesitant. The next step is to create systems that empower quieter voices in everyday meetings.
• Psychological Safety is Non-Negotiable: The most innovative solutions emerge when team members feel safe to fail. Activities like internal hackathons create low-risk environments to experiment, a feeling that must be replicated in daily project work to foster true innovation.
• Diverse Approaches are a Strength: A Reverse Mentoring session might highlight a generational gap in approaching a problem. Instead of seeing this as a conflict, frame it as an opportunity to blend experience with fresh digital-native perspectives for more robust solutions.

From Subjective Feelings to Objective Data

For HR leaders, talent specialists, and founders, translating these observational insights into scalable, data-driven strategies is the ultimate goal. While you can anecdotally note that a team communicated well during a simulation, objective data provides a much clearer, more defensible foundation for strategic decisions. This is where you can move beyond gut feelings and into the realm of predictive, evidence-based team building.

By assessing problem-solving styles and cultural alignment before and after these interventions, you can measure real change. Are your interventions actually improving cross-functional communication? Are new hires integrating into the team's problem-solving workflow effectively? Data answers these questions, turning your team-building budget from an expense into a measurable investment in organizational effectiveness. The ultimate objective is to create an organization where every challenge, big or small, is seen as an opportunity for the team to become more connected, more innovative, and more resilient.

Ready to move beyond guesswork and build teams that are quantifiably aligned with your company's core values? Discover how MyCulture.ai transforms observational insights from team building problem solving activities into actionable data, helping you hire, onboard, and develop teams that are built to solve any challenge. Visit MyCulture.ai to see how our platform can help you build a culture of collaborative excellence.