Assembling a team
Friday, September 30th, 2016

Having the right mix of skills and experience in a team is essential for success, but equally as important is having a team with a good blend of personalities and behaviour types.


It is such an important consideration that it is one of the first things we look at when taking on an assignment.


We work with our clients to analyse the composition of the management team to get a feel not just for their backgrounds and skillsets but also their behavioural tendencies.


For example, are they extrovert or introvert, team orientated or independently minded? This analysis helps to inform our thinking about what type of person they need to recruit to complement the team.


We offer psychometric profiling and often clients will take advantage of that service if they are torn between two candidates. I have seen it with both public and private sector clients. They will invest in it to get a better feel for the qualities that will be a good fit for their team in terms of culture and behaviour.
These days it is uncommon for clients to want to find a senior team member without due regard to what the team currently looks like. Sometimes they want us to look at the strength of the existing team as well as assess the strength of internal candidates.


We will always advise a client to appraise its team blend continually to ensure they have the right mix of personalities. There are plenty of ways of defining different personality types, and many methods for determining which types work best with each other. But often a leader will instinctively know which personalities are needed to suit their team make up.

Siân Goodson, previously corporate director at Sport Wales, has appointed chairs, non-executive directors, chief executives and other senior management roles across a range of industries.

This piece was originally published in The Manager, the magazine of the League Manager's Association

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