Building Teams for Collaboration

Building Teams is About More Than Securing the Best Talent

In today’s work environment, collaboration is increasingly valued. Advances in collaborative technology support andbuilding teams encourage this type of work structure, and companies are finding that their teams are more productive when they feed off one another’s ideas and strengths. Building teams has never been more critical for your success.

There are several considerations you should keep in mind when building teams for a collaborative work environment:

Determine individual strengths: This doesn’t mean simply hiring a bunch of cookie cutter superstars that are great public speakers with leadership potential a high capacity for detailed analysis. This means that you are building complementary teams, where members match well in terms of strengths and weaknesses.

To get a fully objective read on your current employees’ and candidates’ individuals strengths, invest in a behavioral assessment. It will tell you not only information about strengths, but also what motivates them and what tendencies they have in communications or conflict. It’s a great tool for building teams.

Get to know personal goals: Don’t look at your employees strictly in terms of what your company is trying to accomplish. Remember that your team members each have aspirations and frustrations related to their professional development. Find out what they would like to achieve in their jobs, but also in their overall career. Getting an understanding of what they’re shooting for is a great way to identify future leaders and get a feel for how your employees are faring overall.

Identify team members with high potential: As you get to know your team better, you’ll quickly identify those members that are just there, putting in their time, versus those that are ready to advocate for your goals and your company. These are your professional evangelists, not just doing a job, but passionate about their career with your company.

A behavioral assessment comes in handy here, too, because you can identify which traits seem to be common in your high potential employees. Once you have a profile of what constitutes a future leader for your company, you can identify candidates with those same traits.

Have the courage to listen: Receiving honest feedback about your role as boss and about the company overall can be difficult, and it can bring out your insecurities and a temptation to be defensive. If you’re ready to hear some criticism, you have the potential for real growth in your team. Don’t be afraid of it; with practice, you’ll feel less intimidated about your team members’ feedback.

Building teams that launch your company to new growth doesn’t happen by accident. Talk with our specialists at PI Consulting Group to learn how to take team building to the next level.