The POWER of Building a Great Team

In each organization winning starts with having great people. Each leader needs to be able visualize what they want their team to look like. As you align your players it is crucial that they have the right attitude, solid work experience, great work ethic and most importantly a track record of success. You really need to add people that have been consistent and have sustained performance. This is a great opportunity to reposition your organization. In the selection process you want to ask behavioral interview questions to gain an understanding of each candidate’s background and experience.

A, Tell me about a time where you have gone above the call of duty to make a great contribution at work.
B. Tell me about a time when you had a very difficult customer that you were able to turn around and make them a raving fan.
C, Tell me about a time where you were a team player and helped your team achieve a difficult goal.
D. Tell me about a time when you had to learn something new and get up to speed quickly.
E. Tell me about a time where you failed to live up to your commitments and what did you learn from this experience.

Most individuals will provide general responses at first. Be sure that you probe and restate the question so that you get a specific example. Listen to the examples so that you can determine they have been able to win in the past. Take great notes so that you can compare the experience from one candidate to the next. After you narrow down your list of potential candidates it is very important to complete a thorough Reference Check process to insure that you have a clear picture of each person’s actual experience. Be sure that you talk to two sources for each candidate and utilize the same interview questions to compare stories. You want to bring in players that have been able to drive results and have been able to own their own performance.

Bob Coulter