How to Build an Amazing Team
It’s no secret that I’m big on having a team that can truly support your mission in the world. That can support and be just as invested in your program or project as you are. Why is this so important? At some point in your business (and you may already be there, YAY!) you are going to have to delegate some of the tasks that you’ve always handled yourself. When this time comes, you want to make sure you have a solid understanding of who and what you really need in order to move forward.
Before you start hiring, make a list of all of the different expertise you think you’ll need for your business, or launch. You may not need all of this expertise on the day to day in your business, but for a large launch it’s possible you’ll need to bring in additional help. For the purpose of this post, let’s concentrate on a large launch. Here are few steps to get your started on building the most amazing team for your amazing launch!
1) Make a list of the expertise you think you’ll need.
2 ) Compare that list to the expertise you already have on staff.
3) If you already have some of that expertise on staff, does your current contractor have enough bandwidth to be able to take on the tasks this launch will entail? If not, keep that need on your list. If yes, awesome! One less person you need hire!
4) Once you have your list, there are 2 ways you can go about the search for this talent. You can hire someone to provide leads to you or you can search for them yourself. Facebook groups are an amazing way to search for this talent. There is a plethora of VA’s, Web Designers, Developers, Facebook Ad experts all over Facebook. It can be a bit overwhelming and you will most likely get a ton of response, so be prepared.
5) Got your list of potentials narrowed down? Great! Notify them that you’ll be in touch for an interview. YES, I said interview. These people are going to be intimately involved in your launch and business you MUST make sure they are dependable and that you are compatible. I highly suggest a zoom or skype interview. Face to face is always better and it allows you to really make a connection. Plus, you need to know they can do what they say they can do. You can never be 100% sure about anything, but why not do your due diligence and everything you can to make sure they are a good fit from get go?! Make a list of questions that are directly related to what they have said they can do. If they say they are good at everything, walk away! No one is good at everything. Ask them what they love doing in their particular field. If they love it, they are probably pretty proficient at it.
6) Ask for references. Yep, you heard that right, ask them for references. It can be someone they have previously done work for. With that client’s permission of course. You again, want to know that they can provide the level of support and dependability that you require. Granted, folks aren’t going to give you references who have hated their work. I get it, but this step is important because you might just gain some additional insight on this person you’re considering for the job. The more info you have, the better.
7) Now it’s time to hire! You’ve conducted the interviews and collected your references. This will enable you to make informed decisions about who to bring on-board and alleviate some of the stress about hiring the wrong person and having to let them go.
Remember I said there were 2 ways you go about hiring? Well the 2nd way is to hire someone to bring qualified leads to you. I offer team building services in my project management business because having a team you can depend on is crucial to your success.
My process is simple, I provide you with 2–3 people for any given field of expertise you need along with their qualifications. In short, I do the leg work in finding these folks. You can hire based on that information or you still set up an interview to see what you think yourself (I highly recommend conducting an interview yourself). You are still responsible for the hiring of each individual team member and of course their individual retainer fee for the extent of the launch. It’s a lot less work for you right? No running around trying to find all these folks.
Bottom line, either way works. One is just less leg work on your part.
This is by no means a fool proof list. Sometimes people just aren’t a good fit no matter how much you thought of them initially. It’s ok, at least you’ve done your part up front to prevent this from happening over and over. The more you practice these steps, the more proficient you’ll become at choosing the perfect people to build your amazing team!
Happy Team Building!
Originally published at www.projectluxeconsulting.com.
