You might have noticed these numerous sports leagues, creating the granddaddy of ’em all -all-star league. They build teams of the best players from their clubs to play a game, present their talents and attract sponsors.
One way or another (by votes of players, media, or fans), the players are chosen, and the match is played. The total accumulated talent is always unbelievable. The resulting team performance, however, is sometimes underwhelming.
On the surface, one would feel that the best player in every situation would create the most incredible total team result; but in reality, this isn’t always the case. Yes, talent, of course, does matter a lot, but it isn’t the only part of a team’s success.
Since you are still scrolling this article, you might be thinking, what does this really have to do with me? I can’t even choose all of my team to begin with. I realize that it is comparatively rare that we get to pick our entire team – we pick a role, and there is an entire team for us to work with. The ideas I am going to write below will still assist you with your present team, but even when this is the situation (that you already have a team), you will, over time, be adding new coworkers to your team.
So how do you prepare your All-Star Team? Here are a few NYK Daily special suggestions.
Have transparent roles. Ensure you know what tasks and roles need to be done (and even the parts you assume you will need in the future). Make that crystal clear for you and the complete team. Once people correctly understand the roles, they are better positioned to fill them and even learn new ones.
Have precise skill descriptions. Once the roles are set, make a skill list. What are the abilities you need on your team? What are the skills needed for specific jobs? Once this is noted between you and your team, you will know what skilled talent you need to add in days or months to come and which skills to train and develop among the current team.
Consider intangibles. When picking a team member, engage as many current team members as possible in the method. Experience and talent matters, but so do the intangibles. Ask your team what their opinions are and take their voice into account in the hiring process. Remember that the “little things” are, in the end, rarely little.
Find a cultural fit. Some professionals fit great in one system or team and not so well in another. Keep your office culture in mind when looking to add to your team. Yes, it would be best if you had the abilities to fill a role, but you also need someone who can work in your environment and your operating style, and your leadership style as well.
Get everyone involved on the same page. Ensure all team members (both existing and new) are clear on the goals of the team and the larger group. When coworkers agree and understand with the goals, they can move in the precise direction. It is far better to choose above-average players working together than superstars all heading in their own path. So, having everyone on the same page is more important than having skilled lone wolves running the game.
Remember the relationships. People in your office don’t have to be best friends, but they have to form working relationships. As a leader, you are responsible for providing the space, time and perhaps even showing your expectation that working relationships matter. There is more to a champion team than solid relationships, but higher productivity will likely ensue when positive relationships live.
Your all-star team may not have a gamechanger at every position but nurtured correctly; your team can get all-star performance.
Isn’t that what your mission statement is?
Now You Know