Submitted By: Tish Squillaro, Co-Author of HeadTrash & Managing Partner and CEO, CANDOR-consulting.com

The complexity of any organization is combination of the dynamics between teams and the leadership that drives performance and progress. Don’t confuse hiring employees with building teams. Following are some recommendations on building effective Teams.

Define an effective team. The ability for the team work well together. There is subtle difference between being able to “work together” and getting along.   People who work together may not necessarily get along or like one another and that’s OK.  What is important is that they keep the focus on the goal, and not the ego.   And, that they will hold one another accountable not avoid the hard conversations.

Recognize the stage of your organization. At what stage is your organization?  It’s important to know as this often dictates how you hire and/or form teams.  Is it early stage, typically high intensity, with lots of risk and a rapid non-secure pace, where everyone needs to row in the same direction and at the same speed?   Or, is it post-entrepreneurial stage where structure, sustainability and building diversity in your teams is more appropriate.  Diversity, with regard to approach, style and behaviors, will help to meet the challenges of getting things done and provide a healthy approach to conflict.  It’s diversity that helps scale your business and creates maturity.

Get the Right Mix of People The skills and behavioral tendencies for your team must meet your organization’s needs and align with its values. Think about hiring for ‘how the person fits in with the team’ first and for skill set/competencies, second.  Structure your interviews to include questions and scenarios that uncover specific behaviors: who can direct, who can influence, who is visionary, who can handle the details? Re-define BASIC hiring requirements:

• Behaviors – how they interact and their approach with others
• Ability to Empathize – do they actively listen to others, allowing for their voice to be heard
• Skills –  the appropriate level and experience
• Integrity – do they support the organization’s values…will they do the right thing, even though it may not be the popular thing (and do they know the difference?
• Capacity for Conflict – how they can handle conflict and effectively work through it

“Money and process are easier to manage compared to the impact of bringing in the right people”.