In Part 2 of this Two-Part Blog, I address the psychology around assembling your A Team.
In Part 1, I recommended a Needs Assessment be conducted of your Org Chart noting positions listed where no existing team member has been allocated a role.
Now review how the positions not filled by an existing staff member in the Org Chart might be fulfilled by an external service provider. Use the Position Description drafted in Part 1 as a guide to scoping the deliverables to be provided.
Initially review known external resources providers that may fulfil the role and set up meetings to scope and discuss fulfilment.
Where you do not have external service providers available based on the position required, reach out to your network and ask for referral. Couple this with online research.
Upon identification and appointment of an external service provider, establish a trial period for them to fulfil the position. Agree on the deliverables, how you will measure performance and the term (say six or twelve months). This is a chance to re-scope after the trial and for either party to terminate should it not work out.
Be prepared to lock in an external resource at any time should they meet the position deliverables. Alternatively, don’t be reluctant to cease the trial if it is not working out and appoint another external service provider on trial.
The key here is to be flexible and fair, while being non-negotiable on the position deliverables.
Adopt a Circle of Excellence in bringing the best external service providers available to complement your internal team.
It will be the bringing together of synergistic internal and external talent that delivers your strategic goals.
Adopt a policy of ‘always recruiting’ in relation to top external talent.
And again, be curious. The best talent just might be the next person you meet.
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