How do I Get the Right Mix of People in my Team?
Assess the Balance of your Team
What are the Characteristics of a Winning Team?
Teams are a question of balance. Effective teams are made up of individuals with a diversity of talent and personality who balance well with one another. You need people in your teams who possess strengths or characteristics which serve a need without duplicating those already there. In that way human frailties are underpinned and strengths used to full advantage. This ensures there is always someone suitable for any job that comes up.
What is the Right Mix of People in a Team?
Winning teams have a:
Facilitator as the Chair
This person needs to be a patient but commanding figure who generates trust and who looks for and knows how to use ability. They do not dominate proceedings but know when to pull matters together if a critical decision had to be reached or a meeting has to close. They always work with, rather than against, the most talented contributors to the group.
Strong Idea Creator in the Group
A successful team needs one creative and clever member. Creativity is more important than cleverness. But if are combined at a high level in a single person then this is a great advantage.
Fair Spread in Mental Abilities
Teams with a spread of mental abilities pull together better than teams that are intellectually more uniform.
Spread in Personal Attributes Offering Wide Team-Role Coverage
A winning team has a wide range of team-role strengths on which to draw than less successful teams. Different types of members increase the range of the team while also minimising the destructive friction that occurs when two or more people compete for the same role.
Good Match Between the Attributes of Members and their Responsibilities in the Team
Winning teams are where members find useful jobs and team-roles that fit their personal characteristics and abilities. They find ways of reducing their reliance and dependence on one individual for a critical function by using pairs of people to look after s pecific functions. The best match between people and jobs comes about by allowing informal arrangements to modify any mismatches that would otherwise exist.
Adjust if There is an Imbalance
It is important that tasks are seen in terms of the underlying team-roles. A team which is unbalanced in composition but has a good deal of self-insight will identify its area of weakness and then appoint someone to look after the jobs that looked as though they belonged naturally to the missing team-roles.
For example, you might discover your team lacks a Completer. The implication is that deadlines and schedules might be forgotten. It will then be necessary to appoint a member of the team regarded as having personal characteristics closest to the missing team-role to cover this aspect of the team's operation. The effect is that the likely weakness of the team will not be exposed during the task, while the team can play to it's strength.
How do I get the Right Mix of People in My Team?
You can use your recruitment or selection processses to compensate for shortcomings in an existing team by recognising a latent weakness and employing someone with strengths in those areas.
The first step is to use a psychometric test to identify the composition of your existing team. If you are creating a new team then use the physometric testing to assess the personal characteristics of the people you are considering.
Then you need to review the results to ensure that you select a team of individuals whose strengths and weaknesses will balance each other.
Get in Touch with Jump
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