In my last post I talked about who has success teams and what roles may need to be filled. Today I’d like to share with you some of my thoughts about how to select the people to fill these roles.
Like with any vacancy, this is going to depend on the exact nature of the role and the skills/knowledge already available to you. In the Davina article there were references to trust, honesty and openness along with the ability to have a laugh together. When this is right you can see that it is possible to have very long and positive working relationships.
One of the key considerations is that the people in your team should share the same values as you. If you are working toward a healthy lifestyle then having someone who doesn’t believe that this is important in your team could prove distracting. To work out what your values are, or those of other people, talk about the things that are really important to you, the things that get you buzzing or the things that really, really wind you up. You’ll soon see what is important. When I carried out this exercise with my coach I was talking to her about how I get a kick out of finding more efficient ways of working and how long laborious processes really wind me up. Efficiency is a key value for me and I would want to have people in my team who were always searching for more effective methods for every process that was undertaken. It helped me to realise why I love the world of Formula One as efficiency is the watch word of all the teams.
Attitudes are also very important. However positive and chirpy you may be feeling if you spend time regularly with pessimistic and miserable people you are very likely to find it hard to continue with your optimism and will soon start to lose your joie de vivre. If you need a quiet and thoughtful environment to work in don’t surround yourself with chatterboxes, it’s a recipe for disaster! Just as for values it is essential that you know yourself before recruiting your team.
Skills and knowledge are the next point for consideration. Cut yourself some slack and remember that you don’t need to know everything yourself and you certainly don’t have to do it all yourself. There are people out there who specialise and they are the best to assist and advise in the areas that aren’t your own speciality.
Finally remember that everyone needs someone whose job it is to question and challenge them. Michael Neill mentions in his ‘Creating the Impossible’ audios that all kings had a jester whose job it was criticise and counsel the monarch. Who do you have on your team who challenges your assumptions and beliefs? These are the people who help you grow.