This article is aimed at individuals involved in recruitment and team-building decisions, particularly those tasked with selecting a leader to optimize the team's performance to its maximum capability.
This article is aimed at individuals involved in recruitment and team-building decisions, particularly those tasked with selecting a leader to optimize the team's performance to its maximum capability.
- Leaders – making strategic decisions about team leaders.
- Human Resources – required to develop and oversee the need to hire or promote to team leadership.
- Consultants - who are working with Leaders and Human Resources in recruitment, internal promotion, and team development.
Common Questions:
- What are the team's goals and objectives, and how do they align with the leader's skills and expertise?
- What leadership style is most suitable for this particular team's dynamics and work environment?
- Does the leader possess the technical knowledge and skills required for the team's projects or tasks?
- How well does the leader handle conflict resolution and problem-solving, and are these skills compatible with the team's needs?
- Is there a plan for ongoing feedback and evaluation to ensure the leader-team fit remains effective over time?
Solution Overview:
Getting the leadership of a team wrong can lead to decreased team performance, high turnover, and increased conflict. It can also damage the organization's reputation, result in employee burnout, and hinder its ability to adapt to change. Organizations should prioritize effective leadership selection, training, and ongoing evaluation processes to mitigate these consequences.
Core Decision:
Does the leader's behavior align with the team's values, norms, and expectations, fostering a productive and harmonious working environment?
If so, to what degree do you think the leader's behavior is in alignment?
Instructions:
- The goal is to have a definitive Yes/No answer.
- A Yes means the leader and team's behaviors, values, norms, and expectations are aligned and foster a productive working environment.
- A Yes can trigger more research, probing, or consideration by the organization if the Yes ranking is low. If the Yes ranking is low, consideration must be given to reviewing the behavioral mix of the team and leadership.
- A No means a definite No.
Sub-Decision Framework (refer to each tab for questions on each sub-decision):
- Are the required behavioral and communication styles of the leader and team known and understood to serve the team mission?
- Does the leader have a clear understanding of the team's goals and objectives and can work with the team towards achieving them?
- Does the leadership style of the leader align with the needs and culture of the team?
- Is the leader sufficiently flexible and adaptable in their approach to meet the changing needs and circumstances of the team?
- Is the Leader Team Matching Process detailed enough to make an adequate match of leader to the team?
Leader Team Matching Checklist
For more information about the overall DNA Behavior Hiring Performance, please visit https://landing.dnabehavior.com/hiring to download the White Paper.