The Importance of Being Intentional When Building Teams
What’s more complex (or more rewarding) than building a dynamic team? When you build your team, it’s important to look beyond just homogeneity, matching up particular strengths or resume similarities. Instead, you need a team that aligns well with your company culture and is complementary in terms of member tendencies and motivations. Building teams is an important part of talent management, and there are tools to help you do it well.
Here are a few of the potential problems you can run into when building teams:
Differences in Background: It could be customs from a different country of origin or a difference in gender, but there are natural characteristics that can serve as lines of separation between coworkers. Educational and occupational experiences can also naturally separate team members.
One way to address these differences is to create shared experiences for your team members. It may mean organizing a team building retreat, but it could be as simple as an ice breaker. Over time, your team may also develop inside jokes or team tendencies that build team identity. Infusing the group with mini-traditions can also do a lot to built team identity, such as instituting a set potluck day or creating a name for the group.
Communication problems: Particularly in a group with a wide range of ages, there can be significant differences in communication styles. One team member might send rapid-fire texts to communicate their thoughts on an issue, while another member might prefer a phone call to talk more personally about the topic.
This is an area where being intentional helps with effectively building teams. At the hiring stage, you should have a good read on a candidate’s preferred communication style to see if it gels with your typical methods. Even if you think you have the perfect candidate lined up for a position, if they are more comfortable with email and phone calls, they may not fit in with your progressive culture of texting and video chats.
Leadership skills: Your leaders aren’t necessarily those with the most experience or success in the past. Often, leaders surface because of their respectful communication style or their tendency to speak wisdom into a tense situation. It can be hard to pinpoint leadership characteristics in the interview process.
To build a successful, effective team, you need to intentionally utilize tools that tell you about the motivations and tendencies of your talent pool. Whether you are hiring for a new position or evaluating the talent you already have on staff, a behavioral assessment provides a wealth of information about your potential team members. It’s a resource to help you be deliberate and forward-thinking, rather than looking over your shoulder to wonder why your team isn’t performing at the level you want.
The PI System lends a sophistication of care into your talent management and team building activities. Instead of relying on instinct about your candidates, you can use data-driven results that give you reliable information about how candidates will work together in a team. Call us today at PI Consulting Group for an initial consultation.