Step 1: Know your goals
Before you can start the development of the team, you must first be familiar with the exact goal you have in mind. Of course, it has to be a realistic goal which can be manageable, and you also need to have a proper plan on how to reach it and how many people you will need in order to achieve it.
Right from the start, this is where most people fail. The goals most people have are unrealistic and not grounded in any sense of the word. Sure, you can have a goal to make a billion dollars in a year with a laptop and entering a field with enormous competition, but that doesn’t mean you are going to achieve it. Your goals must be clear and you need to know how much time and effort you will need to invest in order to get there.
Step 2: Find the right people
If you’re building a team, make sure it’s the best darn team you can assemble with your resources. Look for the most competent and promising individuals you can find. Don’t just take anyone – choose wisely. Your team is going to be as strong as its weakest team member so make sure you don’t get people who can’t get along with each other.
You can always get people who don’t have experience, of course, but make sure you train them well and don’t make any unrealistic promises. Tell your team the truth and always be direct instead of trying to evade questions and deliver false promises.
Step 3: Motivate your team
Congratulations, you’ve assembled your own “Avengers”. Now it’s time to motivate them. How do you do that? Well, the most basic level is always financial, so make sure you’re paying them accordingly. If they feel underpaid, they won’t be motivated, so you’ve failed before you’ve even begun. But that is simply not enough. A good leader always gives his team as much freedom as possible, without letting the control out. What you care about is results, right? Don’t limit your team and let them have some freedom as long as the results comply with your conditions. This will further motivate them, but nothing will be better than showing each and everyone that you see them as people, not just some robots you’ve hired for a job. This is hard to do but not impossible and it’s totally worth it because it will cause them to respect you and be loyal.
Step 4: Management
Like I said, give them as much freedom as you can but always make sure that you know what’s going on. As long as no one is stealing from you and the quotas are met, do you really need to care about the details? Remember, those are people we are talking about – connect with them on a human level and help them see the reason behind your actions. That’s about it. If you can pull all of this off, you’re golden. Good luck!
Author Bio: Jane Mires is passionate blogger and writer. She currently works as a coordinator at http://www.cleantoperfection.co.uk/deep-cleaning-sw15-putney/ and she has a lot of experience to share with his readers.