If you have ever managed a group of 2 or more people then staff motivation, success factors, team building, performance management and talent acquisition have likely been front and centre. The chances are high that you have searched the web for words of inspiration or check lists from top authors for a “how to” guide on building the dream team. Clichéd phrases such as: “take the team pulse”, “inspect what you expect” and discussions on the true, tried and tested four stages of team development have likely all added some small help – or have they? What do these phrases even mean, and can they be actualized into winning performance?
1. Is there a Vision?2. Do you buy into the vision?a. If not – rethink your role.b. If yes – why and can you articulate it and how your team is significant to the vision?3. What skills or experience levels are required to exceed the goals of the vision?4. Talent round up:a. Who do you have available to you – do you need or want everyone who is available to you?b. Who do you need on the team that is not available to you and what is the recruitment plan?5. What budget is available to you, and can you afford the level of talent required?6. What is the mandate for your team achieving that vision and can it be measured?7. Have you assigned stakeholders? You cannot go it alone.