Here's how you can navigate leading a temporary team versus a permanent team.

Leading a temporary team versus a permanent one involves clear role definition. For temporary teams, specify roles & responsibilities sharply to align with short-term goals. Permanent teams benefit from defined roles too but with flexibility for growth & evolving tasks. Both require understanding individual contributions to the broader mission.

Whether the team is temporary or permanent, clarity is key. Everyone needs to know their role, like actors in a play. For a temporary project, assign roles based on current skills and availability. Think of it like a flash mob—everyone has a specific part to play for a short, intense period. For a permanent team, roles can be more flexible, evolving with the team’s needs and individual growth.

The facilitation structure should empower all voices to shape the process. Maybe start by crowdsourcing proposed responsibilities, then align on a role matrix that plays to each person's strengths and growth edges.

The right people in the right positions are part of a person's leadership goals that are imperative to meeting company-wide goals. This also includes properly onboarding people and giving each person 90-day plans and quarterly goals.

Temporary teams need clear, immediate goals. Permanent teams can think long-term. With a temporary team, set specific, time-bound objectives: “We need to complete this marketing campaign in six weeks.” For a permanent team, blend short-term milestones with long-term vision: “This quarter, we’re focusing on customer retention; long-term, we aim to expand our market share.”

Unity is crucial, but how you build it differs. Temporary teams need quick bonding; permanent teams benefit from deep, ongoing relationships. For a temporary team, start with an icebreaker or a quick team-building exercise. Think speed dating for teamwork. For a permanent team, invest in regular team-building activities and create traditions that build a strong, cohesive culture over time.

Highlight impact: Emphasize the importance of individual contributions and how they directly influence project success. Recognize efforts: Regularly express appreciation for hard work and achievements, fostering a positive and motivating environment. Offer growth opportunities: For permanent teams, provide professional development and career progression paths to enhance motivation and engagement. Encourage feedback: Establish open communication channels, empowering team members to suggest improvements and share valuable insights.

Create a sense of belonging so everyone is invested in the success of the program and the team. Do some team building activities during the forming stage of the team. Due to the nature of a temporary team, it is also important to clarify reporting structure.

All good points but to offer another side of the coin -- there is no significant difference in leading a temporary team versus a permanent team. The core principles of effective leadership remain the same: clear communication, defined goals, and fostering a collaborative environment. Whether the team is temporary or permanent, leaders must build trust, delegate tasks based on individual strengths, and provide consistent feedback. The focus should be on aligning team members with the organization's vision and ensuring that everyone is motivated and engaged. Ultimately, great leadership transcends the nature of the team's duration, driving success through shared purpose and commitment.