Hire someone who doesn’t fit.
A team of round-edges needs a few square-pegs to shake things up. But fasten your seatbelts when you integrate new team members.
Hire someone who doesn’t fit if you want to expand team capability. A team of smooth-edged dreamers needs some sharp-edged doers. Apart from doers, dreamers begin too much and finish too little.
Don’t lose the value of square-peg-people by shaving off their edges.
Before you integrate new team members:
Get clear on the behaviors and beliefs that make your team work now. Identify nonnegotiable team operating principles.
- No interrupting.
- Begin on time and end early.
- Candor with kindness.
- Constructive dissent. Disagree in search of a better way, not to be adversarial.
- Eagerness to help. We’re in it for each other and for ourselves.
- Value relationship, results, transparency, and laughter.
- Public commitments. Clear accountability and follow-through.
Questions to discuss before you integrate new team members:
- What do we do well right now?
- How did we get good at that?
- What would we like to be better at?
- What do we like about our team dynamics?
- What would make team dynamics even better?
When you integrate new team members declare non-negotiables in behavioral terms.
Questions to discuss with potential new team members:
- Could you describe the best team you were ever on?
- How might others describe the way you interact in team meetings?
- What beliefs and behaviors are essential to effective teamwork?
- What do you enjoy about teams? What’s challenging?
- What would your former teammates say you added to the team?
- What do you hope this team adds to you?
- What do you hope to add to this team?
Take charge of the process when you integrate new team members. If you’re on a great team someone worked to build it.
What are your biggest concerns when you integrate new team members?
How might leaders protect team culture and become a better team after integrating new members?
Added resource: Successfully Integrate New Members into Your Team
