There is a widespread impression, evident from popular research and casual empiricism, of the inability of scholars and organisations to accurately evaluate the effectiveness of team building in measuring changes in skills or attitudes. Often what the evaluation tools do is evaluate the team before and after team building event in anticipation of valuable outcomes. However, the methodology employed in team building evaluation has not been successful in gathering and assessing data that would serve conclusive. One major short coming of team building interventions is that is the research employed does not even attempt an evaluation. Across the social science, skill is a fundamental yet problematic concept and the inaccuracies of evaluation methods may be linked to the phenomena under investigation and the circumstances under which the data is collected that does not produce conclusive analysis. In this paper I will discuss three leadership styles using my past work experience. Then I will go through some aspects of teamwork. Finally, I will give a summary about myself as a leader and how personal characteristics influence leadership style. Key theories, concepts and empirical research carried out to evaluate team building interventions (TBIs) have proven frustrating leading us to examine what has been done to overcome this problem. To obtain conclusive, data was collected from 22 full time MBA students on a three day trip via open ended questionnaire to determine what’s happening both within team and individuals involved in team building event in order to determine the kinds of practices, support and resources used to ensure effective data collection. Each student for this case was given a responsibility to record their negative and positive events on a daily basis bearing changes in themselves and their team members (Rushmer 1997, p.316). Since team building interventions used open ended questionnaires to collect data, I found it difficult to process and analyse large amount of data in limited time. Open ended questions for my case would be hard to record my exact feelings which would be measured to provide conclusive results. Due to the changing economic and social context of employee relations, there’s need to evaluate the effectiveness of team building Interventions (TBIs) in organizational development projects. Schools and organisations for this instance should recognise the inherent benefits associated with such evaluations such as their ability to justify direct and indirect costs of interventions to organisations and providing evidence to its validity to scholars to ascertain whether programs are truly operational and beneficial. However, in my analysis, the journal’s weakness is that the team building strategy used in measuring outcomes has not been able to adequately gather or assess data that would serve as conclusive. Plenty of evidence suggests that students who are more likely to integrate into groups were more likely to get through their course completion and to successfully gain their award. Evidently from my analysis, students grouped into teams are able manage through their academic years either due to the emotional support received from fellow students, the practical