10 Important Steps To Consider When Building Your Team
You are only as strong as the strength of your team. Therefore, building the right team is important. With a strong team, you can achieve your goals and get through the challenges you face. With a weak one, you’ll have problems and difficulty creating a streamlined operation.
Team building isn’t about putting people in place to work towards a common goal; it’s about putting the RIGHT people in place. You may have qualified people on your team, but your team will not fulfill the purpose and fail if they don’t work well together.
So, in summary, you need the right people for each position that work in harmony.
In this article, we’ll go over the areas you can focus on to build a strong team you can depend on to make your operation a success.
How To Build a Team at Work Using The Steps Below
Step 1: Define the Goal, Values, and Mission of Your Team
It would be best if you defined some important guidelines before putting a team together. When you know what you want, where you’re going, and the end goal, you’ll have more success putting the right people in place.
First, set a strong, achievable goal for the team. If you set a vague goal, you’ll get vague results, and you’ll end up putting together a mediocre team. On the other hand, a well-thought-out goal helps you put together the right people for each position because you are clear about what you need.
In addition to your goal, you’ll want to create a code of conduct, which will help you determine how you want to reach your goal while sticking to the core values important to you. For example, you don’t cut corners, and people come before profits could be core values in your code of conduct.
Finally, you want to define your mission statement so the team can use it as a guide. Your mission statement is a short paragraph that defines the main purpose of your team’s existence.
When the team understands the goal, practices the code of conduct, and abides by the mission statement, they have clear directions towards where they are going and how to conduct themselves on the journey.
Step 2: Define the Positions You’ll Need
It’s very important to consider each of the positions you need. If you hire too many people, your cost will be over budget, and if you don’t hire enough people, the team will struggle to reach their goals.
If you’re building a new team for a new project, you may not know all the requirements at this point. So do your best to identify the key positions, and update as needed.
To get started, don’t think about how many people you need. Instead, focus on the task and responsibilities required to get the job done. Then Define the job description of each of the positions.
Some responsibilities can be combined with others. However, you need to be careful not to pile on too many responsibilities that can overwhelm the team member or sacrifice the quality of work.
Step 3: Define the Length of Service Needed
Determine if this will be a short-term or a permanent operation. Either one requires strategic planning and putting the right people in place.
With short-term projects, you may already have people that you can depend on and put in place. However, you may need to promote from within the company or hire new people for permanent operations.
Step 4: Define Any Special Characteristics Needed for Each Position
Consider the characteristics for each of the positions. For example, one position may require clear communications and speaking with people on the phone to coordinate and follow up with important issues.
If you choose someone with poor communication skills and a heavy accent, you will run into problems because of miscommunications and other people having difficulty understanding this person.
You’re much better off with someone that has a pleasant voice with good communication skills. But, ultimately, you’ll want to look at the requirements of each position, which will help you choose the best candidates.
Step 5: Define Critical Positions of the Team
It’s important to know which positions are more important than others on your team. Then, you will want to find the right fit for those key positions.
For example, you have a position on the team related to quality control. You certainly don’t want someone with a wandering mind and an attention span of a few seconds. Instead, you want a team player with a good eye for detail that’s sharp and focused on the job.
Step 6: Meet With the Team and Share the Goal
Once you have your team in place, you need to share your goals as well as the challenges your team may encounter. You will also want to share your mission statement. Your group will feel part of the team when they understand the challenges, goals, and mission. In addition, they will feel even closer if they have a voice in creating your goals and mission statement.
From my experience, when people are part of the inner circle are more dedicated, they feel important. So they work better as a team and get things done.
Step 7: Make Sure Team Members Work Well Together
When thinking about putting a team together, think about how each person would work with the next. But, of course, you won’t know for sure until the team is up and operational.
When interviewing team members for the position, you can sense if this person will work well with the others you’ve chosen.
For example, during your interviews, you may come across a person with poor people skills. Since you’re watching for red flags, you can instantly dismiss the candidate because you know this person is not a good fit for the team.
When you do your best to screen team members during the interview process, you have a better chance of creating a team that works well together. Even though you went through the screening process, it’s important to monitor the team’s performance once they get started, so you can make adjustments if needed.
Step 8: How To Build Confidence and Trust in a Team
It’s important to build confidence among your team members. A confident team makes better decisions and thinks before they act compared to second-guessing every move they make. To build confidence, give them feedback, let them know they are on the right track, and guide them when they get off track.
For example, when a team member makes a mistake, you can build their confidence by explaining it’s a learning experience. Next, you can show them how you want to proceed, which is to note the mistake, take corrective action and move on. Finally, supporting team members when they are right or make a mistake sends the message you have their back.
Telling your team members you trust them goes a long way and builds self-confidence. Showing your trust goes even further than just saying it.
Step 9: Conduct Team-Building Exercises & Collaboration
There are many team-building exercises you can find online. Naturally, you want to choose something that meets your needs. Some may seem silly, while others are effective.
Your best bet is to look at the top team-building exercises and list those that appeal to you. Then review each one on your list and come up with the one that seems most likely to work for your team.
Next, you’ll want to track and monitor if there was a benefit. Finally, you can get feedback to determine if your team enjoyed and found the lessons useful.
With a successful program in place, you can then choose to report the exercises further down in a few months Or look for additional activities.
See the latest Google Search results for Top Team Building Exercises.
Once your team is up and running, you’ll want to promote collaboration between the members. Team members collaborate, on issues such as; brainstorming, working on a strategy, implementing processes, problem-solving, etc.
A team that collaborates well becomes a strong team and will drastically improve performance compared to a team that doesn’t practice collaboration.
Step 10: Get Feedback
Feedback is a golden opportunity when used effectively. Getting feedback from your team is an important part of building a strong one. When you ask for feedback, you send the message that I want to hear what you have to say, and I’m here to support you.
With feedback, it’s very important to use the information. It’s a problem if you get feedback and don’t look at the data or take action.
With a large group, you may want to send out a survey. However, with a small team, I would have a one-to-one conversation, which will allow you to improve the feedback, communication, and relationship.
Step 11: Monitor Results and Make Adjustments
With any project, it’s important to monitor results and make adjustments as needed. Think of it as fine-tuning. There is always room for improvement.
Whenever you put together a team, it’s important to make sure the team works well, and when everything is in place, you want to look for areas and processes where you can improve.
You can look for things such as where there are shortfalls in the team. For example, you have a team member that has a lot of responsibilities and is falling behind. This team member on their own may be unintentionally holding back the team.
Step 12: Coaching
Coaching is an ongoing part of building a team. Without coaching, the team’s direction and enthusiasm will start to fade over time. Coaching includes helping individual team members and coaching the team as a whole.
The goal for coaching is to improve overall team efficiency, improve skills, and build expertise. Therefore, you should listen to concerns and challenges your team is facing.
For example, if there is a problem, instead of solving the problem, you should help the team develop their own solution as a group. Helping your team find solutions empowers the team and helps them build problem-solving skills.
You are only as strong as your team. When you put together and develop a strong team, it will improve your department’s efficiency and streamline operations.
However, keep in mind your team is only as strong as the weakest link; therefore, it’s important to choose the right members for each position.
In addition, coaching is an ongoing process, and the more time you invest in coaching and strengthening your team, the better the performance.