During my business life, I had to face a lot of difficult decisions! One of the most difficult kinds is the ones involving to let people leave from my team, project or company. Sometimes it is necessary though, but that fact does not make my decision much easier.
The most of the times I personally selected them to fill in a function that it is essential in my team and I, usually, had invested too much effort, time and resources to tune up their talents and match them to the moods and talents of the other members of the team!
The Multiplier Effect
I’m the kind of person used to develop small flexible teams that, in a project or a company, operate as “multipliers“. They provide more value than their face or desk position.
I call such teams “leverage teams” or “tipping points enhancing groups” because leverage project’s or corporation’s assets in the face of an acute competition.
Most of the times I have worked in vertical hierarchical corporate models sprinkle up with mastermind features (of course, I was the final owner of the decision of each of the members of the team, at least, as far as my company or client concerns)
How to Develop a Dream Team
In order for you to develop a dream team, you need to be the right kind of person that can do it and operate in a dream team! What? I hear your thoughts flow out of your mind!
Sorry to break you the bad news, but everything is not for everyone! In order to develop a working group you can operate and interact effectively with, you need to design it carefully and meticulously. Because, first of all, we talk about people here!
People with whom you embarking in short or long term venture, people you going to face every day, all the day and people you need to talk with and produce something with!
It is not easy and it is not automatic.
A dream team starts from you. You need to develop yourself in a way to become the person who can develop and operate effectively in a “dream team“.
- to communicate clear your messages, intentions, tasks, and expected results
- to take the initiative and solve problems or difficult situations when they arise (and certainly they will arise)
- to help them to be authentic, express their personality and talents in a way that would be constructive and not destructive for the unity of the time
- to make them understand that in the group “everything goes” and no one is better than the other, so ego should be exercised in caution and with extreme prejudice
- to make them realize their potentials and help them grow their self even more
- to provide a constructive and creative work environment and a vision to follow for themselves (even without the team or yourself)
- to make them self-relying, value and principle driven and result oriented
- to provide them feasible goals and objectives
- to help them rise above the everyday conventions and develop themselves in directions they could not think possible
- to inspire, empower and motivate them especially in difficult situations
- to keep them strong and healthy in the working conditions and the challenges you have to face
- to help them solve their personal, family, financial problems and show them the ways they can face them in an effective way
- to be there for each and every one
- to schedule carefully your group’s course
- to select and develop your successors
As you can see, it is a lot of work! You develop your “dream teams” in parallel with your personal growth and the everyday interaction with these people.
But if you need the shortcut version, for the how to develop a dream team, here it is:
- You select the right people (people you can cooperate with and are apt to the tasks at hand). You hand pick them one by one based on their expertise, their experience, their habits, their doings, their know-how, the value they have to contribute to your project or work!
- Provide clarity, focus, and clear communication. What you expect, what you want, how you think they should do something, etc
- Provide an environment for working and grow!
- Set clear positioning for each member. Define with clarity their tasks, their roles, their responsibilities, etc.
- Provide incentives and opportunities for training and personal growth (either in the working environment or in their financial status or, …)
- Provide the right “staff”, to every project or operation you have to handle! Build the conditions that permit to your team to do what they have to do and lift the barriers may stop them from doing the job in the way they like
- Be pro-active and nourish the members of your team, cultivate their talent, provide them the suitable for them opportunities for evolution and personal fulfillment!
- Define clear objectives, procedures, systems, and infrastructure for them to work effectively
Do you know any other ways? Please comment!