You have just been put in charge of a team. You have a clear vision of what the team needs to accomplish and the timeline it needs to be completed, but you don’t know the team very well. You need to determine the best spot for each team member. Jim Collins refers to this idea in his book Good to Great as finding the right seat on the bus.
Let’s imagine you are leading a sports team. The first thing you will do is assess skills in order to determine the best position for each team member. As a leader in an organization a few tips may help you in determining the best role for your team members.
Personality
Many personality tools exist. My personal favorite is the Maxwell DISC Personality Indicator which I use in workshops. This tool is easy to use, understand, and apply in a team setting. How does this help you determine the best position?
We are all different, but we are predictably different. When you understand each team members individual behavior style you can more effectively communicate with them. At times we may be frustrated by a team member but can’t identify why. It may not be their behavior or performance, but their personality may aggravate us.
When we understand the difference between each personality, we can understand what role may be the best fit. For example, a reserved person may not seem like a strong salesperson when in reality the clients they attract are very faithful. An extremely outgoing person may seem lazy because they don’t complete paperwork, but they may require more systems or support.
Work Strengths
Just as we are predictably different, we are all unique in the strengths we bring to the team. Some of us are more visionary while others are more naturally bent toward execution. How do we determine team member’s strengths?
Observe
Take time to watch and see what comes naturally for the team members. Also, listen to what others say a team member does easily. This is a sign of a strength they may have. As the leader you can also provide opportunities to help them grow and develop. If it comes easily for them then it may be a strength.
Assess
I often use Working Genius, a tool I have found helpful for objectively understanding an individual’s work strengths. This tool helps individuals understand what type of work provides them the most energy and fulfillment. Understanding this will help you clarify roles and responsibilities to match fulfillment and, therefore, improve results.
Skills
What is the difference between strengths and skills you may be wondering? Unlike a strength, a skill may be something a person has learned over time and may not always be natural for them. For example, some people are natural and comfortable communicators. On the other hand, some people appear that way because they have worked on their skills.
Take time to ask a person what they have done in the past to learn their skills. Keep in mind that just because they can do it does not mean they want to do it all the time. When we put someone in a seat who has the skills but not the passion it will lead to burnout. Observe where people have the skills and are energized and you will find a good seat.
If they have the energy, but not the skills and are willing to learn. Take the time to train them and you will have a person that learns how to fit into that seat and thrive.
Take some time and look at your team members’ personalities, skills, and strengths to determine where you can put them to get the best results. Need tools or help assessing your team members? Contact me to discover how I could serve your team and provide resources to help them grow to their full potential. Lead Well.
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