You're building a team for a new project. What are the most important things to consider?

When forming a team for a new project, it’s important to understand the project scope, objectives, required skills, and goals. This will help while crafting the team composition by evaluating required experience (project specific), competence (required skills), addressing skill gaps with new hires

Fixer les contours du projet, la vision et le besoin au quel le projet doit répondre. Il est aussi nécessaire de clarifier ce à quoi le projet ne répondra ou ne fera pas.

Project Scope is all about what will be TO BE STATE of the project. If our TO BE STATE is clear then create your project vision ,project roadmap,release plan ,iterative plan and daily review. Vision must be clear so that we can identify the skills ,experience,and personality that we need in our team members to achieve that vision using the roadmap .

Les 3 critères les plus importants dans la sélection d'une équipe projets sont : - L'implication des équipes vis à vis du projet et la juste compréhension de sa finalité. - Une équipe pluridisciplinaire, il faut avoir des personnes expertes dans l'ensemble des domaines entourant le projet. - Et enfin, les membres doivent être décisionnaires dans leur propre domaine et seront les justes ambassadeurs et exécuteurs du projet. Quant à l'analyse évolutive et conforme du besoin du demandeur du projet, l'orientation des travaux vers la bonne réalisation , la cohésion de l'équipe projet, et le respect des échéances et des co?ts ce sont les responsabilités du chef du projet.

When assembling a team for a new project, prioritize a diverse mix of skills among team members to cover various project requirements. Clearly define roles and responsibilities to enhance accountability and streamline workflow. Foster effective communication channels, encouraging open dialogue to facilitate idea sharing and feedback. Ensure the team is aligned with the project's goals, and promote a collaborative environment that emphasizes adaptability to navigate uncertainties. Recognize and reward achievements to maintain motivation, and appoint a strong leader to provide guidance and resolve challenges throughout the project's lifecycle.

Choisir et constituer une équipe avec les bonnes compétences et les bons états d'esprits pour débuter un nouveau projet, ne pas hésiter à prendre du temps pour cette étape.

Firstly, understand in depth the business problem or business objective for which you are initiating this project. And then make sure that the team has a reasonable representation of concerned business team.

The size and structure of the team depends on the project, time to launch, impact, and the level of ambiguity. For example: If the project is highly ambiguous, a team with high number of experienced engineers will be the right composition.

Adding on to this, even if a project goal is ambiguous, one gets a feel of what skills it requires to increase its chances of a successful launch and landing. Once that is there, team members must be chosen based on their merit, potential and enthusiasm.

The most common mistake that most newly formed teams make is focussing too much on the project instead of the people who are executing them. Ensure team leads aware about the Tuckman's model and they frequently assess and reflect which stage the team is in. A good team is where members trust each other and do not shy away from reaching/helping team members. This culture creates trust and individuals develop mutual respect on each other. Encourage team members to focus and execute tasks based on team goal instead of focussing too much on individual success.

Fixer des objectifs clairs pour l'équipe, morceler le projets en sous parties afin de donner de la visibilité à chacun sur ses "taches" et faciliter la mesure de l'avancement.

- Encouraging open and transparent communication within the team. This helps members have confidence expressing their ideas as well as concerns. - Ensuring team members are able to make decisions and take ownership of their work. It will empower them to innovate and find creative solutions to project challenges. - Setting up ground rules at the start of the project and establishing clear expectations for team members regarding their roles, responsibilities as well as behavior. This will reduce misunderstandings and promote alignment towards project objectives.

in my experience having ways for working defined is a good way of having better alignment and avoid conflict, writing ADR for teams to agree on different decision and have basis on how and why this should be done this way

Fostering a positive team culture and climate is crucial for reasons like: 1. Employee Well-Being and Satisfaction: A healthy team climate leads to higher job satisfaction and a healthier workforce, both physically and mentally. 2. Reduced Turnover: When team members care about each other and value each other’s talents, they are less likely to leave the organization. 3. Improved Outcomes: Psychological safety, where team members feel comfortable expressing their opinions and contributing to tasks, leads to better overall team performance.

Create a nice and happy team by talking openly, respecting each other, and working together. Everyone is different, so value each person's strengths. Celebrate successes and be a good example by listening and understanding others. Set clear goals, guide the team, and let them take charge sometimes. Make a friendly place where learning and getting better are important. Check on how everyone is doing and support each other as a team.

While a team mate should be selected based on merit/competence, it does happen that the project evolves that requires further skills. A good leader can convey this as a good opportunity for the team to further their own personal development. The takeaway for the team then becomes that not only do they get the rewards for a successful project execution but also develop additional skills that'll further their career.

Absolutely, regularly monitoring and evaluating team performance and progress on a monthly basis helps keep the team on the right track. Setting up targets for individual contributions and development (which can be measured quarterly and yearly basis) provides a clear roadmap for steering progress. Providing regular constructive feedback, addressing ongoing issues, and removing hurdles are essential for continuous improvement. Additionally, acknowledging and celebrating team contributions and results regularly, along with meaningful rewards, fosters a positive and motivated team environment

In addition to designing a team based on the business, a leader should also consider the team's growth. We should always encourage the culture of continuous learning and growth.