Team theories, such as the one proposed by Belbin, are a vital method for creating or maintaining productivity when expanding beyond the individual.
Whether it is a single task, a large project or the growth of an entire company, team theory can assist in ensuring you create a cohesive, efficient and effective team rather than a group of isolated individuals.
In our modern day business environment, people can often be thought of as interchangeable units of work. Whilst it is sometimes the case that you can swap out one VP Sales for another, or one electronics engineer for another, these companies will not typically be doing anything innovative and will therefore eventually fail as a result since there are very few fields these days where staying still is an option.
In small companies, the role, ability and responsibility of every member of a team is clear. This clarity often disappears in large companies where groups and divisions are set up to make suitable management structures and individuals work towards performance metrics specific to their role rather than being based on the good of the company.
Even today, even for a company making the most high-tech products, the people involved and the teams they are formed into is of paramount importance to its effectiveness, output and success. People and teams make success, not ideas or products.
Particularly in the start-up environment, the team is the most important asset. As has become generally acknowledged by the investment community, a good team is far more valuable than the patent a company is based on. A good team will stand a far higher chance of success and is more investable. Investors really will invest in an A-list team with a B-list idea over a B-list team with an A-list idea.
Creating a functioning team, or adding to an existing team to fill in gaps is more of an art than a science. Bringing together individuals to build a team can be hit and miss. However you cannot mistake a well built team from the energy levels, focus and output it generates.
It is made even harder because different personality types are motivated in different ways, not always financial and finding out how to keep each member happy is a critical part of the team’s success.
We can help create and/or motivate your teams to ensure you get most out of them while at the same time keeping each member of the team happy and fulfilled.
With particular reference to start-ups and spin-outs, it is also important to recognise how the team will have to evolve at senior management and board level as the company grows and develops. It is rare, for example, that the founder CEO of a technology company, will have the skills, interest or reputation to be the CEO when the company is looking for serious investment, or to float on the stock market, or to take the company from initial success to sustained delivery year upon year. This can be a difficult transition for the founders, but does not need to be as the founders, investors, shareholders and staff are all aligned with a common desire to make the company a success.