How to set up a successful working group (best ways to choose and manage a working group)

How to set up a successful working group (best ways to choose and manage a working group)

How to set up a successful working group

When you start a project, the first step you're going to do is test the task force, this team is going to be very responsible for the success or failure of your project, and so creating a successful task force is a very important step, and you have to give it time and effort.

Combining different professional and personal skills can reduce the effort of each employee, so that each person's power can be better integrated into the project, and through continuous interaction and regular exchange within the group more ideas are created and the creativity of the entire team is increased.

Besides these benefits of teamwork, working in a team can be difficult for some, for example, collective communication can take a very long time, especially if the group is too large, or the team is heterogeneous. Different values, expectations and behaviors may negatively affect the functioning of the work.

So how can you set up a successful working group from the beginning to avoid potential and personal differences on the job, and to increase productivity? And how do you manage the task force? And what skills should every leader have? That's what you're taking in this article.

How to form task forces on a valid basis

Before you begin to set up a task force for your project, you must undertake a series of steps, including defining the objectives and tasks assigned to each person, and then select the team members based on a set of professional and personal skills and specifications, as follows:

1. Select a task force with good communication skills

The staff member to be selected will not work alone, but will work on a team and perhaps with an outside audience, so the availability of good communication skills with the staff member is critical.

Staff must have effective communication and communication skills, such as speech, listening, persuasion, etc.

2. I'm looking for organized, committed and self-disciplined members.

One of the skills you have to offer in your task force is to have good organizational skills and self-discipline, and to have an employee as an organizer to perform his or her duties in order without negatively affecting the work.

In order for your project to grow and succeed, you need people who are willing to commit themselves to action, including risks, setbacks, fear, boredom, feelings and other negative attitudes that come because of difficult work.

A committed person can operate under pressure and not abandon his company when in crisis.

3. Find an extraordinary project manager

That point belongs to you. You're the one who determines. Are you gonna run his own business or are you gonna look for a manager? Indeed, there are a series of questions to answer:

Can you lead your team by example?

Are you a true, compassionate and patient leader?

Do you have anything to lead your team to success?

Will your project work better with another project manager?

Do you have to acquire specific knowledge and skills to achieve the expected results?

Remember that managing a project and leading a task force is not an easy experience, so you need to make sure you have the leadership skills needed to make your team work.

4. Hire the right person in the right place.

You have to be 100% objective when choosing your team, you have to move away from exceptions, mediocrity, nepotism and emotions, think only about appointing the person best suited to the team and the job, and that their experience and skill correspond to the requirements and expectations assumed by the job role.

You also have to look very well at the candidate for the job before giving it to him, and the proper search for people will provide a lot of trouble that you might have along the way, because the appointment of team members who don't fit into the job role and the team will waste your money, time and energy, and relations can end in conflict.

Before you hire anyone who's made sure to search for them and their presence online, which includes social media and Google, then you have to contact the person and interview to analyze the person in a better way.

You can also make a small test of a person by assigning a small task to figure out how to do it in the future.

5. Find people who are influential and proactive.

Your team should be made up of some people who have professional relationships with different institutions or individuals and clients, select people who are influential and open to the ocean.

Also, when you rely on people who are initiators of your task force, your project will work smoother and faster than you expect, a person who has the spirit of startup will offer you the problem with the solution, will be good at acting quickly and intelligently to solve problems and to develop work.

6. Listen to your candidate's words

While you're talking to the candidate, do you really listen to him? Do you care what he wants to say? Or are you just hoping to hear the things you want to hear? We advise you to listen well to your candidate during the interview and assess the discussion you had.

When you listen to the candidate for the job and try to understand what he wants to say, it gives you an excellent idea of the employee and his aspirations, how confident he is, and what he can offer your institution.

7. Prioritize knowledge and skills rather than certificates

The current trend of global companies has become the choice of the task force according to its skills rather than according to the certification it has obtained. The criterion in the selection of the task force has become what it can do, how it does and by what quality, not what degree it has received, what university or what training courses?

When you rely only on certificates, you risk hiring inexperienced and inexperienced members of the project, which destroys your plans.

The candidate must be able to be productive by presenting his skills and knowledge, not just a paper that proves that he has finished a college with him or a training course.

8. I'm looking for a flexible task force with a remote view.

Sometimes the Group needs to experiment with new ideas or tools or take new directions for success, which is why it is useful to set up a working group whose members adapt to constantly changing circumstances. Individuals who resist change can disrupt the Group and prevent it from progressing.

A flexible employee has the potential to change and use alternative scenarios to achieve the corporate objective.

An important factor in forming a working group is the desire to make personal investments without expecting immediate success, from the beginning there is a goal that the team wants to achieve in the long term, and the individual profit must take the back seat to achieve the common goal.

9. Set up a working group that can share trust and face challenges

In order to work together productively, the members of the Panel must have confidence in the competence and diligence of the other members of the Panel. Trust among the members of the Panel has a lot of time, and it is also important that each member of the Panel trust himself.

Team members must have more interest in the objective of the project than in personal standing, be able and willing to face new challenges and contribute something relevant.

I draw on the previous points when I do the task of setting up a working group, and you get an excellent working group and it's going to do what you want, and now let's move on to another important point on our subject:

Interview and team selection

After identifying the criteria and the important points on which the task force will be formed, here comes the step of conducting interviews and actually selecting the task force. At this stage you must:

1. Identification of project needs

Before you start forming your team, you need to identify the skills and qualities that are critical to your project, so it allows you to determine the objectives of the project and the nature of each task to find the right candidates to do it.

2. Evaluation and interview

Once you know the basic skills your project needs you can look for potential candidates, you can search your network or ask your colleagues for referrals or use recruitment platforms.

If you choose a remote team, you can do an interview through the ZOOM or Skype app.

Team members need to understand the objectives to be achieved and the roles to be played, and their responsibilities, the nature of the project and your expectations need to be clarified.

3. Follow your gut, but not entirely.

According to the book "Instinctive Feelings, Unconscious Intelligence," attention to emotions during the recruitment process is not always useful or fair, your instinctive feelings help the brain process information quickly, but they can also lead to poor judgment, and when choosing your team it is wise to combine logic with instinctive feeling.

But that doesn't mean total omission of your intuition.

These strategies may help you to know that this person is suitable for your team or not:

Talk to former employers or team members.

Perform job simulation activities.

The project manager must attach great importance to both professional skills and personal skills.

How do you manage the task force?

Managing a task force is not easy, and everyone is different in their management style than the other, so how do you manage the task force?

1. Make a Plan

Leaders owe their team an answer to the same question that young children often ask their parents before embarking on a long journey: Where are we going? How do we get there? In other words, what's the point and how do we measure progress along the way?

It may sound easy, but the problem begins when leaders start listing five, seven or 10 priorities, as Jim Collins says, if you have 7 priorities, you have none. "

Determining priorities and how to measure them is the most important function of the team leader, because most of the work to be done by all stems from these objectives.

2. Share your vision

When you select the task force, the first step you need to take is for the team members to share your vision of action.

So when you share your vision with your team, you invite him to share your journey, that sharing your vision creates ownership, and ownership creates a great work ethic for the employee.

3. Understanding an employee's skills

In order to function normally you need to understand the specific skill of each employee, many employers hire new employees and then not talk to them for five weeks.

In order to understand the skills of each member of the team, you need to spend time with him, and to know what he likes and hates, they'll tell you where they need to work and where they're distinguished. The employee may exceed your expectations.

4. Maintain effective communication within your company

Any businessman will tell you that communication can lead to the success or collapse of your company, so when your employees understand the job and what they're required to do, that's real success.

One of your primary tasks as a labor leader is to ensure that communication runs in-line every day, that your command structure is put in place, and that your supervisors help guide your employers.

Make sure your company's internal communication is bidirectional, it's up to you to determine how well your employees communicate, but you need to make sure that the basic tools and systems used by the company meet your communication standards.

Specialized platforms such as Interatom are ideal examples of how they create opportunities to communicate and share important tasks, files and bulletins with your staff.

Get your staff used to communicating with you and their colleagues on a day - to - day basis, ask supervisors to prepare weekly meetings with their teams to inform you of day - to - day operations and mission bulletins.

Also consider your semi-weekly meetings with the entire team, meetings with everyone present will keep communication at the top of your company's priorities.

5. Set clear expectations

When the task force understands their function and what is expected of them, it is a smooth way to succeed in your work. It is a good practice to set daily or weekly targets within your company, allowing your staff to achieve those goals and meet your expectations.

It's also good practice to let your employees set their own targets for this week, so allowing them to do so makes them more productive. You can also set up a reward system within a company like this that motivates your employees and makes them more productive.

6. Make your employees feel independent

The most motivated and productive employees at work are those who feel independent. You can make this happen by walking away by just clarifying their responsibilities, making sure you're available whenever they need you.

You don't control every small and large person in the execution of your duties. That restricts their creativity, and makes all the team work with one mind, your mind, and that means your work has lost a lot of creativity.

If you ask enough senior executives how they lead, you probably hear a lot of them say, "I hire the best people and get out of their way."

7. I admit good work.

You are not one of those Presidents who makes their comments only when they have something to criticize, when you provide your staff with positive comments that will help them build their confidence and encourage them to become more involved in the future, so it is necessary to acknowledge their achievements and their efforts to encourage the creativity of your staff.

8. Conflict management

There is no totally conflict-free environment, when there is conflict in your workplace that should not be ignored, turning a blind eye will lead to a negative atmosphere, which affects staff productivity.

So when a problem comes up in your workplace, you deal with it immediately and you fix it.

9. I have the leadership skills needed for your task force tool.

The following are four important leadership skills that managers must focus on:

1. Integrity: You set the standard for your team, when your team members see that you're doing things right for the right reasons, no matter who watches you, they will follow your example.

2. Communication: When you communicate well with your team and provide your observations, your team will feel supported and motivated, the means of this communication can vary, including email and text messages.

3. Time management: I work efficiently and respect the time of your team members.

4. Adaptive capacity: By adapting to changes, your team can adjust their axes and plans, not be afraid of change and always be prepared for them.

Managing the team is a skill that you should practice if you want to improve, identify people you consider to be good leaders, and what distinguishes them?

Whether a person is a director in a company or a character in a film, think about how they do what they do, look at sports teams and their stars and coaches, read books about entrepreneurship.

Understand as much information as possible and use these examples to see what fits into your personal management, it may take time to improve, but the right way to do so is practice.

Finally: We gave you in this article how to set up a task force, how to choose a task force? How do you run a task force? And what's the most important skill of the commander.