Gestalt - the whole is greater than the sum of it's parts. There are numerous methods and actions that can be used to tackle problems and accomplish objectives. Look at all your available resources and determine the proper combination of those to create an unstoppable force.
Every job defines a basic list of requirements that a candidate needs experience or knowledge in to be considered qualified. However, that list is merely the tip of the iceberg in defining someone’s total qualifications. Every person is multifaceted, with various strengths, that come together to provide something unique. When you have a team of people the combinations of all the personalities and abilities are endless. This is similar to how there are only three primary colors, but when combined in different measurements, they can blend together to an infinite rainbow of colors.
The first thing we can look at is personality. Is there someone on the team who is more of an extrovert, likes attention and is maybe a bit of a comedian? That’s the person you want as the public face of your team. Someone else on the team is more anal retentive and needs to make sure that every “i” is dotted and every “t” is crossed. Make sure that person does the final review before anything is released or sent to a customer. A third team member is a strategic thinker - always looking at far-reaching ramifications of decisions and actions. This is the person who should be responsible for risk analyses, finding gaps and general planning. You should also look at additional skill sets, such as additional technologies, artistic talent, multiple languages, writing skills, music and sports. All of these people can meet the exact same job description and do the primary functions of the job to the same high standard, but they provide an additional benefit that can be used to take the team to the next level.
Natural talents aren’t the only thing that can increase the value of your team. People with different backgrounds, who were raised in different environments and cultures, often have quite different ways of looking at things. It turns out that all the categories that we are warned not to discriminate against (such as gender, religion, disability, age, neurodiversity …), are actually categories that make your team more diverse and open to multiple perspectives. While anti-discrimination laws were developed to protect the candidates, these laws are actually greatly improving business functionality.
How does this all come together, to build a cohesive team that is fully equipped to take on the challenges faced in today’s business environment? First and foremost, individuals need to recognize what is the entire package that they are bringing to the table. While a position, or other challenge, may be narrowly defined, there is often a lot of flexibility within the actual performance of it to enable your natural talents to shine. Volunteer for secondary tasks that are out of the scope of the job definition, but within the scope of your abilities. Make sure your voice is heard and your unique perspective is brought into the conversation. Don’t shy away, your voice is both valuable and needed.
Leaders need to take the time to learn all about the individual strengths and weaknesses of the team members. When a leader suggests team members for different roles, he is not only enriching the person who was volunteered, but also enriching the entire team.
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