80. 15 Tips For Developing Your Dream Team

Last week a question came through from a business owner asking for tips on hiring a great receptionist. I’ve learnt my lesson over the years with bad or unsuccessful hires but I’ve also been blessed with some amazing team members!

There's a saying to hire slowly and fire fast, but I also believe that with the right preparation and procedures that new team members need a month or two to settle in and prove themselves. I'm not claiming to be an expert at developing a dream team, but I can share my experience and hopefully it will provide some value as you create the dream team for your business.

Choosing a dream team, whether it's for a business project, a sports team, or any other endeavour, involves selecting individuals who complement each other's skills, work well together, and share a common vision.

Here are 15 steps to help you develop a dream team:

~ Define Your Goals and Vision ~ Clearly articulate your objectives and what you aim to achieve with your dream team. Having a clear vision will guide your team selection process and help them work towards your company's north star and maintain the business ethos.

~ Identify Key Roles and Skills ~ Determine the specific roles and skills needed to accomplish your goals. Make a list of essential skills, experiences, and expertise required.

In this process I also make a list of tasks that I do daily and what can be delegated so that I can focus my time on profit producing activities for my business. Build your team to help you accomplish those tasks and free up your time to do what you enjoy and what only you can do to drive the business forward.

~ Create a Candidate Pool ~ Identify potential team members through networking, referrals, and recruitment efforts. Consider both internal and external candidates, ask your network for recommendations. Decide what type of candidates can be most profitable for your business and what type of candidates can help you grow the bottom line.

Then create a 90 day onboarding plan with the policies & procedures that you and your team have developed with regular reviews booked to help the new recruit know how they're doing.

~ Assess Qualifications and Expertise ~ Review the qualifications, experience, and expertise of potential team members. Ensure they have the necessary knowledge and skills to contribute effectively. Punctuality and time management are very important skills for a profitable business. Verbal and non-verbal communication skills are important for client interaction and retention.

~ Evaluate Compatibility ~ Consider how well candidates' personalities and work styles align with the team's culture and objectives. Look for individuals who can collaborate and communicate effectively. A diverse team can bring different perspectives and ideas to the table. Consider diversity in terms of backgrounds, experiences, and viewpoints.

~ Assess Commitment ~ Determine each candidate's level of commitment to the project or task. Ensure they are dedicated and motivated to achieve the team's goals. What is their opinion on learning - would they obtain a therapists expert status? I have interviewed potentials who flat out refused to further develop their skill set - are the learning averse or eager to develop?

~ Conduct Interviews ~ Meet with potential team members to assess their interpersonal skills, communication abilities, and enthusiasm for the position.

We have a four part interview process:

1. Telephone interview first before meeting in person

2. Then they come in to meet the team, visit the working environment and see the premise

3. Next we conduct a trade test

4. Finally they spend half a day working with the team and being introduced our working environment

~ Check References ~ Contact references to verify candidates' qualifications and work history. This step can provide valuable insights into their capabilities and reliability, but I've also had team members with glowing feedback from previous employers and they weren't the right fit in our business.

Team work makes the dream work!

~ Build Complementary Skills ~ Aim for a balance of skills and expertise within the team. Look for individuals whose strengths complement each other, reducing skill gaps. Having the team help write the policies & procedures encourages a self lead team by getting the team involved with in-house training and sharing their skillsets and knowledge to help each other grow and develop.

~ Assess Team Dynamics ~ Consider how the individuals will work together as a team. Look for signs of collaboration, adaptability, and a willingness to support each other.

~ Set Clear Expectations ~ Communicate your expectations, objectives, and roles clearly to team members. Make sure everyone understands their responsibilities and goals. Maintain an open door policy so that you're approachable as a leader and they can take ownership for the tasks they've delegated.

~ Foster Communication ~ Establish open lines of communication within the team. Encourage regular meetings and discussions to ensure everyone is on the same page. People skills are essential in the beauty industry - customer service, client care, body language, facial expressions... these can be taught, but it's easier if they come naturally.

~ Provide Resources ~ Ensure your team has the necessary resources, tools, and support to succeed. Address any obstacles that may hinder their progress. The skincare brand we work with in our business is Dermalogica and we're very lucky that they help us to grow and develop each team member. Each team member has their own education account and we have resources available in our salon for them to utilise when needed.

~ Monitor Progress ~ Continuously assess the team's progress toward their goals. Adjust the team composition or strategy if necessary. Host one to one meetings with each team member to discuss what is going well, giving both positive and constructive feedback from clients and make an action plan of what needs to be further developed or worked on. That's how we all progress, learn and grow.

~ Celebrate Achievements ~ Acknowledge and reward the team's achievements to boost morale and motivation. In our businesses have weekly catch ups and monthly meetings where we highlight team members accomplishments, their journey within the industry, further education and development.

Remember that building a dream team is an ongoing process. It requires careful planning, constant evaluation, and adjustments as needed. By selecting individuals who align with your vision and complement each other's strengths, you increase the chances of achieving your goals effectively and efficiently. Wishing you all continued success!

Thank you for reading. Please like if this was useful, and if this article can benefit someone in your circle please share!

Thank you ~ Diana