The Art Of Building A Successful Team

In order for your career to grow, you mustcandidates because they were intimidated by their
demonstrate effective leadership skills. Organizationsambition. Instead of worrying about someone taking
are finally beginning to realize that soft skills are justover your job (if this is an issue, you've got bigger
as important as technical skills and therefore, areproblems to worry about), think about who could
placing more emphasis on developing and rewardingpotentially replace you when you move on to a
effective leaders. One important skill for leaders tobigger role.
master is the ability to recruit high-potential talent into5.Avoid the temptation of hiring someone just like
the organization.you. It's great when you have a connection with a
The responsibility of recruiting these candidatescandidate, but try to remember that you aren't hiring
doesn't fall solely on the shoulders of your recruiter.someone to be your friend. Instead, look for
There are many ways that you can enhance theirsomeone who will complement your team's strengths
efforts to attract the most sought after candidates.and weaknesses.
Recruiting shouldn't be reactive - performed only6.Select candidates who are passionate about their
when you have an opening on your team. It shouldwork. Passion is difficult to ascertain during an
be an ongoing activity so that your pipeline ofinterview. However, there are signs you can look for
candidates is full and you can start interviewingand questions you can ask to better determine if this
shortly after a need has been established. Followis someone who is passionate about their work.
these tips to make the most of your efforts:Â- Does their education and work history
1.Look to your existing employees for a promotionalconsist of positions that build on each other,
opportunity, first. You should always look within thedemonstrating knowledge in their field and a desire
organization before you consider external candidates.for growth? Or, have they bounced around with little
Reward employees who are actively developing theirdirection?
skills and are loyal to the company. Is there someoneÂ- Are they actively involved in their
who is ready to take on new responsibilities?professional community? Do they take advantage of
2.If you are an active member of your professionalopportunities to develop new skills?
community, start building a rapport with prospectiveÂ- Find out why they chose to get into this
candidates. Recruiting is a lot like marketing - theparticular line of work.
more positive contact you have with prospects, theÂ- Make a note of their specific professional
more receptive they will be to talking to you aboutgoals. "To be working in a position that utilizes my
making a move to your organization. Keep in contactskills or to be a manager" doesn't cut it. Is it just
with those you would like to have on your team oneabout the money or are they looking for growth or
day.meaning in their work?
3.Build a reputation as a strong leader. This is one ofÂ- Find out what aspect of their job they
those times when you want your reputation toenjoy most.
precede you. If you are known for being a great7.Stop settling for mediocrity. Don't be afraid to hold
leader, candidates will want to work for you. Yearoff on making a selection decision until you have the
after year, "lack of opportunity" is cited as one ofright candidate. Get creative in the way you manage
the main reasons for employee turnover. Judiciousyour employee shortage. Consider redistributing the
candidates know that their manager can make orduties on your team and hiring a temporary
break that opportunity and they make their decisionsadministrative employee to take up the slack. This is
accordingly.a great time for your employees gain additional
4.Don't be intimidated by dynamic, high-potentialexperience.
candidates. I've seen many hiring managers pass over