Your Team’s Stated Function Should Control Its Formation

teambuildingA“The Structure Of Your Team Should Be Determined By Its Function”

No part of your business can be considered insignificant. This statement is especially true when it comes to defining the formation of your project teams.  The key to proper formation is controlled by the critical functioning that will be required of the team itself.

If you truly understand how your team should function, it becomes quite easy to design the team’s formation.  Many times, this process is incorrectly performed in reverse order – sometimes by default.  In other words, teams are formed with individuals who are available and accessible but then you are often faced with the difficult process of attempting to “mold” them into what you really needed to have done in the first place.  This is seldom easy to do and can be extremely stressful most times.

There is a saying that applies to this subject.  The phrase is “Form follows function”.  When the intended function is known, the formation of your team becomes somewhat self-evident.

Entrepreneurs who understand our particular strategies will purposely design their teams differently than many other business people might.  This is a huge advantage for entrepreneurs who are not “locked in” to a particular set of individuals and/or staff personnel.

Our strategy encourages you to begin the formation of your team by examining the functions involved and the necessary skill sets associated with them.  By  creating your team such that all of the essential skills required are already embedded within it, you will have greatly increased your potential for success. After having eliminated one of the most frustrating obstacles that entrepreneurs often face, namely being limited by an inadequate team, your likelihood for success will be much improved.

What Do I Want To Accomplish?

When you are forming your team, you must be careful not to focus solely upon the qualifications of your prospective team members.  There is also a need to be sensitive to the culture of your team as it is being formed. In order for the team to work well together, the culture of the team has to be carefully analyzed.
Once the team begins to actually function on a daily basis, you will have a totally different “look and feel” to the team since it will then have to function as a working unit.  It is important that you consider exactly how you wish your new team to mesh with your past and current clients and any other teams that may be involved.
Be careful to consider the individual personalities and respective social skills (or lack thereof) of your potential candidates since they are as important and just as critical as other skills.  Sometimes, it can be helpful to use personality tests to help gain additional insight.
If your team as a whole is comfortable with each other and able to enjoy their interactions, their progress and their production is likely to be of high quality.

“On Your Mark, Get Set . . .”

Once your team has been formed, it important that you provide the necessary directions and inspiration that may be needed.  If you have accomplished your goals for the establishment of the team, you will benefit greatly by  making sure that each team member has a clear vision of their role and its importance to the overall objectives.

It is also usually a very good idea to let each of them know that you will be as “engaged” in their efforts as much as possible and that you will be quick to provide them with feedback  so that they are never doubtful as to their contributions to the team.

With clear goals, a definite understanding of their roles and their personal value to the team – your team should be ready to reach your objectives.  Your role will then be to delegate properly so that the entire reason for creating this team will be realized.  Good people with clear goals and ample motivation and encouragement usually translates to a very high rate of success.

This article was written by SDK Hunter Consulting Group

About The Author:

Sherman Hunter and SDK Hunter Consulting Group staff consultants provide global moneymaking opportunities and proprietary strategies that quickly accelerate business activity. You may familiarize yourself with these unique concepts by visiting the SDK Hunter Consulting Group blog located at:  http://sdkhunter.com

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4 thoughts on “Your Team’s Stated Function Should Control Its Formation”

  1. I’ve built several teams, and can state for a fact that if you build the team first, without really thinking about what you want to do, you’re in trouble. You’ll end up with under or over qualified people, or people who want to own the process when they should be more part of a team.

    1. It is obvious from your comments that you really do understand what it takes to form a proper team. You have very valuable insight about this topic. Thank you for sharing.

  2. This hits it right on the head. Deciding what, exactly, is the function of the team is often the most difficult and time-consuming aspect. Yet, too often, it’s blown right over as if it’s a completely insignifcant thing. People need to learn it’s very significant, and done well, can make all the difference in the world!

    1. We completely agree with your statements. People are essential within any organization, but a smart and effective manager realizes that the reality of business is that “your people are also business tools”. If you do no take the time to select the proper tools for the jobs at hand, you make a tragic mistake. Many times, as you have noted, people confuse themselves and become distracted as to what aspects of a person’s skill set, talent, personality, etc. is the most important. People always come as they really are. They are a package deal. It really doesn’t matter how nice the package is, if the tool it contains can’t get the job done. Consider this – How useful would an expensive power screwdriver be to you, if you were only needed to drive a single nail into a board. Try using a basic hammer.

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