Performance Team Management

[stormbind]

Sorry, I don't see a forum better suited to this topic.

This is not for an actual working environment, I was just reading about this subject and felt that my source - although interesting - failed to provide quantitative answers to the following:

1. What methodology would you follow to identify the optimal profile of an arbitrary team? (be it a design team, development team, football team..)

2. How does the team profile break down into idividual profiles: How would you go about identifying the optimal profiles of prospective team members - and should different team members fit different profiles?

3. If you feel that moving team members would help achieve your target team profile, but realise that this would interfere with established heirachy, how do you achieve your goal without breaking moral?

It could be that there is a massive difference in team building, and team management, but I feel that my source did not expand on either: basically, it said to do stuff but didn't specify how

Maybe this is too big a subject for one thread

--Glen

Memoria mihi benigna erit qui eam perscribam

 

[johnherman]

One thing to consider is whether you are interested in accomplish an objective in the shortest amount of time or whether the time can slide a little while you train your team to be better.

Why not ask each member what part of the project they would like to work on. Some may not be qualified for the areas they choose, but at least it lets you know where they would like their career to go in the future, and you can discuss that with them.

Team dynamics is a very difficult subject. Have you also looked at forum672 ?

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The trouble with doing something right the first time is that noboby appreciates how difficult it was.
- Steven Wright

 

[stormbind]

Gosh, you are absolutely right!

1. Gather more information: Ask people for input.

My personality stinks (seriously) : I mean well, but my instinctive reaction to any problem is always dictate solutions. This is not the makings of a manager!

This is why I make people sick by going on about methodologies: They help me avoid skipping obvious steps in management, but already I am over-using that word.

I suspect that IT Management is an oxymoron. People of an IT background must surely have chosen their career because it allowed them to solve problems != management material.

Is there a way of turning that on it's head to make IT people sound better?

--Glen

Memoria mihi benigna erit qui eam perscribam