How effective is your project team? Are they a team or are they a representative of a part of your business?
We receive mixed feedback from people who come on our project management training courses. They suggest that little time spent on putting the right team together to manage and deliver a project.
Now, contrast this with the recruitment of a person in your organization. The process can be painstaking in length and detail. This is not a criticism of recruitment merely a statement of what is! However, putting a project team together for a significant project is not thought about in the same way; and it should be.
My suggestion is that you recruit a project team in the same way you recruit for a vacant position; only it should be quicker, much quicker.
Look at the project management skills required for delivery. Identify other attributes and skills and identify them through the formal recruitment process (assessment centres, psychometric tests etc) and use the internal performance management system to help check out skill levels and gaps etc. This is the place to determine whether you will place someone in the team who has potential and you want to develop them to become a more experienced project manager; building up capacity and capability within the organization.
Select via the SHEPERDS CROOK Method – NO!!!
We do suggest you avoid the ‘shepherd’s crook’ method of recruitment described by one person on a course. She was walking along a corridor and a manager saw her and using her words “it was as though I was being hooked” into getting involved in a project. She suggested because she was living and breathing she was selected for the project! Little thought had gone into the reason for her involvement and she was concerned about her day job; how to deliver both!
So, if you want a project team to deliver, then think about what will help his process. Use typical recruitment processes and avoid at all costs the shepherd’s crook approach.