Selecting Qualified Project Team Members: Criteria for Great Performance


Selecting qualified team members involves the consideration of many factors. Managers must consider the requirements of the project as well as the type of team members who will resonate most effective in executing the project.  Individual team members must be selected on the basis of skills, talents, knowledge, style and attitudes.

Mistakes in the selection process could destroy the potential cohesiveness of the entire team, resulting in the loss of focus, unity and execution excellence. Many lucrative project initiatives have been ruined due to the tragedy of selecting the wrong people for the job.

Characteristics of Powerful Teams

  • Reliability
  • Good communication
  • Good Listening skills
  • Participation
  • Sharing
  • Collaboration
  • Flexibility
  • Team loyalty
  • Problem solving
  • Patience in Helping fellow teammates

In these characteristics is found the definition of excellence and harmony in approaching, planning, implementing and finishing any project, small or large.

Interviewing Candidates:  Nice to Meet You

In order to select the most qualified team members, a manager must ask the right questions. The four most effective questions are:

  • Why do you want to work on this project?
  • What can you contribute to the execution of the project?
  • What type of attitude will you bring to the project?
  • Can teammates afford to trust you in tough times?

Why do you want to work on this project?

Asking this question gives an interviewer an indication of the candidate’s passion for the project.  If a potential team member expresses enthusiasm and excitement for the project, then performance and productivity should not be a problem.

Passion for doing a job is the prerequisite for excellence. Passionate team members can meet and pass through all types of obstacles and challenges that appear along the road to the completion of any cooperate endeavor.

What can you contribute to the execution of the project?

Asking this question gives the interviewer an indication of the possible skills and talents that a candidate can bring to the table when it comes to executing the project.  The importance of selecting individuals with the right skills and talents cannot be over emphasized.  Placing the wrong people in the wrong roles will only delay the project’s completion, resulting in possible conflict with customers.

What type of attitude will you bring to the team?

The ability for a team member to get along with others is detrimental to the success of the project as well as the organization.  Negative attitudes toward other members and leadership will interfere with team morale and derail effective performance.

A bad attitude is contagious.  If left unchallenged, the entire team will begin to fall apart with complaints, disunity, and lack of urgency.

But team members with positive mindsets will encourage other members when project challenges loom out of control and the completion of the project appear hopeless.

Can teammates afford to trust you in tough times?

Team loyalty is an uncompromising factor when it comes to the successful completion of a project. If some highly skillful individual leaves or is dismissed from a project due to an unwillingness to corporate, the flow, productivity and the completion of the project are in jeopardy.

Loyal individuals make a commitment to stick with the ups and downs of a project. He or she is able to endure conflict, uncertainty, insufficient communication, and lack of resources.  Come hell or high waters great team members endure to the end.

Great teams that move the organization forward are loyal to one another and will sacrifice life and limb to support his fellow teammates.

Assigning Roles: Oops! The Wrong Person

The successful completion of team projects depends on the right placement of people with the appropriate skills and talents to get the job done. Therefore, managers or team leaders must take responsibility for misplacement.

The bad thing about misplacement is that it interferes with the flow of the project as well as the timeline for the completion of the project.  Displacement is an indication that managers did not effectively assess the knowledge, skills, or expertise of a particular team member before placing him in the right position.

Leaders must be extremely careful when selecting candidates. The number one role of a leader is to find and assess the talents and skills necessary to create a powerful team that will rise to the top, increase the customer base and makes the organization stand out from the competition.


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