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In sports and in business, there are a lot of moving parts that
have to come together for any team or organization to succeed.
While we tend to focus on a desired result – growth,
efficiency or profitability – my experience has been that in
order to win we need to have strong, effective teams with each
member playing their position well so they support each other in
achieving a common goal.
Over and over it's been demonstrated how effective an
organization is when leaders have the support of a team that moves
as one. When a leader can unite their team across the country,
business units or an organization, this is a game changer. These
organizations all progress quickly and effectively, consistently
meeting or exceeding targets and fast tracking
accomplishments.
To assemble a tight-knit team, the first step starts with the
leader. One of the most influential factors is the importance of
being a true leader, not a boss. Effective leaders inspire and
encourage team members to stretch themselves and achieve things
they haven't in the past, and when they do – give them
the credit and recognition they deserve. They lead by example and
know how to motivate and cultivate talent. Most of all, they embody
an organization's core values and bring them to life every day.
This is pivotal in attracting and retaining like-minded people who
not only fit the needs of a role, but truly reflect the best
aspects of the organization through what they do and how they do
it.
To assess whether a candidate is right for my team, I consider the
role they will have, as well as who they will be working with. We
all know hard skills are essential, but there are certain qualities
and instincts that can't be taught. With so many pressures and
competing priorities to overcome, the talent we hire must click
with the rest of the team right from the start, so we can continue
to move as one. To assemble a winning team, here are six criteria
that guide my search:
Character: A candidate's character is the
foundation for everything they think, say, do and feel. The more
aspects of a person's character that align with the
organization's core values and those of your current team, the
better the fit. Character is the most important criteria to assess
because the values they hold will eventually represent your brand,
creating either harmony or havoc.
Competency: To gauge competency beyond book smarts
and degrees, I ask hypothetical questions to see what ideas a
candidate brings to the table. This helps me assess their
creativity and experience at the same time. It also allows me to
determine whether they have the skills to meet the demands of the
role and how their knowledge can benefit the rest of the team and
organization.
Chemistry: Teams with a strong bond achieve better
results and do so more quickly because they think in terms of
what's best for the group not just themselves. Since each team
member's responsibilities are linked and dependent upon one
another, those who will work closest with a new team member are
included in the interview process. It's important they have a
say and an opportunity to interact with the candidate, so you can
gauge whether they will gel or not.
Confidence: I expect my team members to be
confident in their abilities and those they work with. Whether they
are mentoring others in their area of expertise or are questioning
why we do things in a certain way – confidence is the basis
for building trust and affecting positive change.
Collaborative: A candidate's ability to work
with others and turn ideas into reality is essential. This quality
is especially important when obstacles emerge. Those difficulties
are hard to overcome in a team setting without a collaborative
spirit. Look for open and effective communicators who have a strong
drive and are results-oriented. Collaboration helps prevent silos
from forming, leads to deeper connections and generates better
results.
Cheeky: I like to laugh and my team does, too.
People with a sense of humour tend to be more creative and
productive. And, it's no secret that humour builds trust,
reduces stress and strengthens the bond between team members. It
also boosts morale and helps make the work we do more
enjoyable.
History has shown us that it takes a unique blend of skills,
culture and the right environment to successfully build great
teams. Those teams are the driving force behind successful
companies. Building your team takes time but as Henry Ford put it,
"If everyone is moving forward together, then success takes
care of itself."
This article originally appeared on The Globe & Mail website. Permission granted for reproduction.
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