What are the keys to successfully forming a new team?

As I started a project that meant a lot to me, I learned how valuable it is to bring different skills together to make a strong team. It might feel hard when you begin a new team, but it's also super satisfying. To succeed, you have to plan everything well, talk to each other a bunch, and be a good leader. Whether you're starting a project, making something new, or offering a new service, the key is to build a team that works well together and can complete your goals.

Choose team members that embrace the goals and are willing to work as part of a team. Avoid those who seek to manipulate and those who don’t communicate clearly or effectively. Getting people who are willing to be equally yoked to the project outcome is essential.

The most important thing is to bond with the team . Aligning them to goals etc come secondary. Walk the mile with your team , deep dive into their issues and make them super heroes in the organisation by continuous motivation . These are the key .

Before we identify the level of development of the team, it is worth looking a little wider and adjust the cooperation with the team depending on the oragnization within which the team will operate. Operating as a new team within an experienced organization, we need to ensure proper planning. Proper in this case means developing a correctly formulated objective and a scheme and scope of activities. The scope of competence of each team member and the rules of action / communication in cases of crisis. After presenting this information to the team, we can, using also feedback from each team member, prepare a proper action plan. Of course, we still remember that this plan, like any other, is subject to monitoring and changes when warranted.

Building the connection with people and making them feel trust by listening well, focusing on growth opportunities, discussing your own failures and shortcoming first, acknowledging & validating their feelings without judgment, framing your insights as third-party knowledge.

Forming trust with new team is almost like forming trust with your teen kid. You need time, patience and empathy. And time, and patience, and empathy.

Leadership needs to be prepared to deal with the team. Understanding your needs, profiles and working together with HR to collect strategic data. If the leadership is not effectively involved in promoting a safe, reliable and sustainable work environment in people management, there will likely be many conflicts and consequently this will negatively impact the employer brand.

1. Open Communication: Encourage open and honest communication among team members. Provide opportunities for everyone to share their thoughts, ideas, and concerns. 2. Active Listening: Pay attention to what team members are saying and show that you value their input. This helps build a sense of respect and trust. 3. Lead by Example: Demonstrate transparency, integrity, and reliability in your actions as a leader. When team members see you practicing what you preach, trust is more likely to develop. 4. Acknowledge Contributions: Recognize and acknowledge the efforts and contributions of each team member. This shows that their work is valued and fosters a positive atmosphere. 5. Encourage Collaboration

This is the 'forming step' and the most important thing to accomplish here is to build mutual trust and understanding. This is usually done when the team is small and getting started Trust is the anchor around which teams are built. Everyone in the team should experience a safe space to express their opinions and also be open to receive constructive feedback. This is why getting best team fits is the top priority in the 'forming' stage. As these folks work together closely and share and receive feedback openly, it is super important that they trust each other and feel safe to admit where they could do better. It is the job of the team leader to ensure this healthy environment, by being a role model and setting good examples.

When building a new team, this is the most important job for any leader. The steps in order being 1. Define the overall vision or goal of the project or a service 2. Define the various functions required to make this work 3. Drill down these functions to task level in an excel sheet 4. List down the key skills required to execute each task 5. List down the daily/weekly/monthly/yearly man hours required for each task 6. Do the maths required to figure out how many members would be needed now 7. Test your assumptions for a month with this team, iterate and improve the sheet developed in #3 as you move forward. Hoping this helps.

This is the 'storming step'. As the team has now established Trust among themselves in the last step, they can focus on identifying the key objects of this team and how they want to achieve those. Remember this: if you did form a good team in the first step, you need to listen to them when coming up with goals. They are no longer your personal goals, but rather your team goals now. This can be a tricky step if you didn't chose the right team fits in the first step or didn't establish Trust and clear communication as values. Once you define the Objectives of the team, you can facilitate them to define the Key Results. Your most important task is to keep the team aligned and bringing in skills that your team lacks to meet those results.

Based on my experience, an open door policy is the best way to build a cohesive team and promote trust. When it comes to managing individuals, there are three critical aspects needed to build motivation and they are autonomy, mastery and purpose. As a manager, you need to have a clear understanding of when to get involved vs. pull out. Managers who provide autonomy while also supporting their team create better leaders. The second aspect is mastery which involves providing learning opportunities for team members to grow and expand their capabilities. The final one is to instil a sense of purpose and unanimous vision for the team to operate.

Something that I've found helpful while leading teams is the willingness of team leads to embrace inclusivity as a culture and recognise individual strengths. This helps in building teams with complimentary skills. Also, in order to maximize the benefits coming out of a diverse group, it's important to focus on knowledge sharing within the group

As the team starts working towards the Results agreed upon in the previous step, they will now have an understanding of where each team member shine the brightest and where they lack. Your job as a Team Leader is not just to help them leverage their strengths, but also understand their weaknesses, so they develop a habit of continuous learning and improvement. This can also be thought of as the 'norming step' as people learn from each other in the team, they work together to build better understanding. The ultimate goal of this step is build a sense of camaraderie in the team, so they lean on each other for guidance and growth. So, they can enjoy collaborating with their peers and team members.

When you create a team, the first order of business should be to identify the strengths and weaknesses of each member. This can be done on the basis of your observations, and introspective thinking. If they are paired with people that complement their strengths and weaknesses, you will see that the outcomes will be improve and that the team is able to work cohesively. Over time, the members will be able to help their team members identify ways in which they can upskill and improve their weaknesses.

Feedback and recognition play a crucial role in team development. ?? A) Be specific and provide timely feedback. B) Help your team members understand their strengths and areas for improvement, fostering continuous growth. C) Recognizing their contributions boosts morale and reinforces positive behaviors. D) Maintain balance, constructive feedback with the need to maintain a positive team environment ???? #FeedbackMatters

Chances are that if you did everything above well, here you are enjoying the fruits of working with a diversified, well connected team, that has a very good alignment towards team goals. However, there are always other factors beyond our reach as a Team Leader, which require sitting with individual team members from time to time to drive alignment and understanding their perspective. Recognition in a public setting is an excellent morale booster and is a form of reinforcing good behaviours. Constructive feedback however should rather be shared in a private setting, where the other person has a voice and trusts your underlying objective: Growth SBI (Situation - Behaviour - Impact) framework is a very good tool for sharing feedback.

The best method of providing feedback to team members is to use the SMART framework. The feedback needs to be Specific; Measurable; Achievable; Relevant; and Time based. Also, feedback is a two way lane. Encourage team members to provide feedback to you as well and take it in the right spirit. Look for common patterns or themes in the feedback you receive and create a development plan to work on that feedback. It might also be a good idea to share your plan of action with your team. This helps improve the overall dynamics of the team and promotes a culture of trust and team building.

it's a cliché, but there's truth in the phrase "praise in public, criticize in private". Nobody wants to be called out in front of their peers.

To encourage your team members, it is important to acknowledge their good work and encourage them to continue to grow. When giving them bad news, it's always good to sandwhich it in between two good things that they did. Giving them continuous construction feedback will give them insight into how they can improve their skills. It is also important to recognise work that members do that goes above and beyond what their role entitles.

Understanding of each team members “Instinctive Strenghts” is paramount to the overall performance of the team. Instinctive Strenghts, represents how each individual team member “takes action”. This in turn will help each team member become aligned with their role and responsibilities. Without this, team will not perform at optimum levels.

If I am asked to form a team, I will look for the talents who can contribute to the business outcome expected from this group. Technical skills required to perform the work will be the base line to look for such talents, however, soft skills like attitude, learning aptitude and emotional intelligence will play a vital role in selection. Additionally, I will make sure each team member comes with their own unique strength which compliments and subsidies another person's weakness. This will allow the natural learning environment to flow and upskilling opportunities to everyone. Furthermore, creating a culture of transparent communication, trust and feedback are the key elements to form a successful team.

The key isn't to suppress individuality, but to blend it into a cohesive masterpiece. Build an environment where team members feel safe to be themselves and share their strengths and weaknesses. Assemble members with complementary skills. Remember Great things in business are never done by one person. They're done by a team of people. ???? #TeamFormation #CollaborativeSuccess #DiverseStrengths

The key point to form a new team is to have a strong team culture! I mean, to have a lot of characteristics that every individual identify yourself, follow and spread those characteristics, some examples could be: 1. Collaboration: we all help each other 2. Autonomy: we are free to pursuit the results 3. Ownership: we own our product, service or project 4. Think Big: we are inventors and we give strong and innovative solutions to our customers

The "Art of Questioning" and "The Art of Failing" without any Blame or Finger Pointing, this is the most important part when it comes to "Team Building" for fresh talents. This concept is not covered by many Small, Medium or even Large Organizations of Enterprises.