The Inclusive Team Building Scorecard

Section One: Inclusivity

1Can someone with limited mobility participate fully?Watch for ropes courses, scavenger hunts, and anything that assumes running or standing for an hour.2Can someone with low vision or hearing loss participate fully?Escape rooms are the usual offender, with small print in low light. Loud venues do the same thing to anyone with hearing loss.3Is the space calm enough to hear each other?Loud, crowded venues are overstimulating for autistic and ADHD team members, and they make the real conversation you were hoping for impossible for everyone else.4Does it work without alcohol?People skip drinking for personal, cultural, and religious reasons. If removing the bar removes the activity, the bar was the activity.5Can a complete beginner join in within 15 minutes?It needs to be simple enough to understand quickly, because nobody wants to admit they’re lost in front of their director.6Is it collaborative rather than competitive?Competition creates winners, losers, and one person who takes it much too seriously. None of that builds trust.7Does it work as well for introverts as it does for extroverts?Improv, karaoke, and anything that puts people on the spot rewards one personality type and makes the rest of the room shrink. The best ideas in your company are often sitting with the person who doesn’t volunteer them.8Does it work across generations, Gen X to Gen Z?An activity built around one generation’s references quietly excludes everyone else.

Section Two: Impact

9Does it build skills the team can take back to work?Fun and connection are worth something, but they aren’t practice. Ask what specific behavior people are rehearsing and whether it’s one they need on a Tuesday afternoon.10Is there a debrief?This is the single biggest predictor of whether anything transfers back to work. Time at the end to name what happened is how a team incorporates what they learned instead of just enjoying the afternoon.11Will people leave seeing a colleague more three dimensionally?Not we had fun together, but a real shift in how someone is understood by the group.12Does it collapse hierarchy?The best moments happen when a junior employee and the VP are equally lost, equally useful, and equally on the hook. Most activities quietly preserve the org chart instead.13Will it create inside jokes?This sounds soft and it isn’t. Shared references are the connective tissue of a team, and they’re the reason people are still laughing about it in November.

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Strengthening culture in the age of AI

We use purposeful play to help high-performing teams reconnect, realign, and redefine how they work together.

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