How to build my team?

Module 10

Location, Date - Incubation

WARM UP

Find Your Pair!

• Get ready to make some noise!

How to build my team?

Module 10

Learn about why it is important to pay attention to the team you have and analyse the people in your team in an effective way.

• We aim to look at a few recruitment strategies including sourcing, interviewing and contracting.
• Identify team building options and ways to retain your team.

OVERALL OUTCOME

LEARNING OBJECTIVES

How to build my team?

Module 10

PREPARE

Recap

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How to hire the right people?

Sourcing and recruiting for your perfect tem

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Creating a job description and picking out the best people from a group

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Group discussion

How to build a strong team?

How to keep the right people?

Building your team

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How to take care of your team and enable them to stay

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WARM UP

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HOMEWORK

WRAP UP and

PREPARE

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10 min

BREAK

10 min

BREAK

10 minutes 15 minutes 30 minutes 60 minutes 60 minutes 20 minutes

RECAP

PREPARE activities

GROUP DISCUSSION

What does a ‘team’ mean for you?

How to build a strong team

• Clear objectives
• Clear roles
• Flawless communication
• Cooperation
• Individual development within the team

How to build a strong team?

• Understand why you want to hire people.
• What type of people will you hire?
• What type of team are you looking to build?
• What type of processes and protocols do you already have?

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How to find the right people

Sourcing / recruitment

• Creating vacancy / job description: even if you already know who you’re going to hire, or you’re looking within your close network, create a job description or profile. That way it will always be clear whom you’re hiring and for what task.
• Hosting interviews: always conduct multiple interviews for 1 job position. Conduct interviews together with others, even if your team consists of only you, ask another (business) friend to sit in. Two people see more than one
• Request case studies: It’s important that people understand what their role is but even more important that you know what you can expect from them. Type up a case study for the interviewee to prepare and present back to you
• Host a ‘testing’ day: Decide on some relatively easy tasks and invite the person to walk in their potential new role for a day. This way you can test ‘on the job’.
• Check the references: no better way to understand what a person is like and how they function than checking on the people that they’ve listed as references.

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Exercise

Create a job description

• Research 3 different job descriptions online for the role that you would most likely need within the next year
• Write down the most important elements of this job description for your company
• Design your own job description template
• Write down the 3 places that you would try to find people that will match with this job description

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How to hire the right people

Contracting

• Use ‘four eyes principle’ whilst drafting the contract: always use other people's perspectives to check your contracts for inconsistencies
• The contract should include:
• Job description / job profile
• The KPI’s and targets that are expected in this role
• A month or two months probation period
• Total length of the contract
• Type of contract (short-term, long-term, legal status)
• Official times for formal evaluation
• Growth opportunities or moments for discussion
• The company’s handbook / written rules of conduct
• Corruption policy
• Pension plan (or lack thereof)
• Request formal identification (passport or ID copy)

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Exercise

Create a contract

• Research 3 different contracts online for the role that you posted in the job description
• Design your own contracting template
• Check the content of this contract by the person sitting to your left

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How to onboard the right people

Onboarding

• Formal team introductions: aid the new recruit into understanding company policy, values and norms and introduce them to the team members
• Team introductions: help the team to understand who you hired and why. Facilitate this team building straight from the first introduction so that there is no question as thy what the person will be doing and why.
• First two month plan: Create a clear 2 months list of items that you will be monitoring on. Be transparent about what this person will be doing the first two months and what he/she/they will not be doing.
• Communication: Explain the rules of communication (what tool, how) but also the company’s rhythm (how often, to whom)
• Hierarchy: be very specific and clear on the type of communication and hierarchy that exists within the company.

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Exercise

Team building

• Describe your perfect team (in 5 years time)
• type of people (introvert / extrovert / researcher / implementer)
• amount of people (how many do you need to fulfil your goals)
• the way they would communicate with each other (how often, how, values underlying the communication, format of communication)
• Write down a team building day that you could do together:
• Describe the day’s starting point
• Describe the objectives of the day
• Describe 3 activities that you would do that day and why they would contribute to the objectives of that day

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How to keep the right people

Growth strategies & team building

• Pay attention to the people on your team: host regular 1-1 times to discuss how things are going and if the team members are still motivated
• Don’t be afraid to spend time on team building: without the team, you’d be by yourself. Without a good functioning team, you’ll spend even more time trying to patch things up. Pay attention to the team, build days for fun and learning, explore what works best for your team and unravel that. The more people understand of how important they are within the team, the more efficient the team will work.
• Growth strategies: from the very first day, help your team members understand where they stand now and where they can get to in terms of growth. Showcase the gap analysis and be clear on where strengths can be strengthened and weaknesses can be dealt with.
• Personal development: allow the team members to work on their personal development and pay attention to this. Ask them how they are doing on this and how you, as a manager, can encourage them to do more of this.

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HOMEWORK

WRAP UP this module

PREPARE for next module

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