Designing Off-Sites That Truly Work

I’ve attended countless off-sites across my career, and too often I left with long action lists that only added to workplace stress. Instead of clarity, they created confusion.

So, what makes an effective off-site, one that delivers value for both individuals and the organisation?

Designing off-sites requires thought and structure.

Start with Connection and Perspective

The starting point is connection. Invite attendees to share something personal at the beginning of the day. It doesn’t need to be deeply private - just something relatable. This builds trust and breaks down barriers quickly. Following this, the executive leading the area should deliver a “View from the Bridge” - a perspective on the current state and their particular asks for the day.

From Actions to Areas of Focus

A short break allows the group to reflect before returning to shape themes in response to these asks. At this stage, it’s important to focus not on creating endless action items, but instead on identifying areas of focus. The question to ask is: what should we eliminate, what can we accelerate, and what new initiatives could we introduce? Framing it this way ensures progress is built into existing efforts rather than layering on unnecessary new ones.

Think Across Time Horizons

I encourage teams to consider three time horizons: immediate improvements that can be done better today; short-term initiatives worth introducing soon; and longer-term opportunities that align with strategy. This simple categorisation helps ensure ideas don’t just stay on paper but become meaningful actions.

Define the Traits of the Team

In the afternoon, the focus shifts to team traits. These go beyond the organisation’s values. They are about how the team chooses to operate day-to-day: what behaviours they wish to encourage, how they support each other, and what they want to reward in their colleagues. These conversations are often the most energising, creating a sense of shared ownership and pride.

Communicate with Clarity

Finally, communication is crucial. When colleagues ask, “what was the off-site like?”, people should be able to share clear signals. This means deciding what to communicate immediately and what follow-up will occur in the next two to four weeks. Done well, this ensures momentum continues long after the day itself.

I run many of these sessions, and they can be truly transformational.

If you’d like to explore how to design an agenda that works for your people, get in touch.