The right personalities
A great place to begin is analysing people’s personalities. It’s obvious you’ll need to look for the basics such as motivation and drive, but it’s more than that. It’s attempting to get a balance of all of the best qualities people can offer in a group, to increase strengths and reduce weaknesses.
For example, let’s compare people that plan to those who are spontaneous. A team consisting of planners would miss out on any short-term opportunities that could benefit the company and this can be a negative in fast-moving markets such as FinTech. On the flip side, a team with spontaneous workers could trip up when making significant decisions. Even though a good opportunity may sound enticing in the moment, acting out of impulse can blind a person to any negative repercussions in the long-run.
Another factor to consider is a person’s attitude towards an event's outcome. For instance, some people feel that they can influence an events outcome. This can be great as people have the attitude that they can fix any problems that arise from the event. However, it is possible they can become demotivated by poor performance on any tasks that are determined by luck.
An example of this could be within the recruitment industry where a consultant could go above and beyond to place a candidate, but a candidate may decide to stay where they are which is out of their control.
On the other hand, some people believe they cannot influence an events outcome and believe this comes from external forces. This is a strength as the person may feel less guilty about the results from one event, meaning it is less likely to cloud their judgement in the next task. However, not accepting responsibility can also mean making the same mistake again.
If we use sales as an example, a person believing in external forces may blame their customers as the reason for the product not selling. They may not realise that it could be their selling technique rather than the customers that is the problem.
Going for socials and organising nights out may not be at the top of every business list but it undeniably helps to build a solid foundation. On socials the team can get to know about one another which helps to establish a sense of trust within the group. It’s no secret that a positive mindset produces better results, so ensure your employees feel comfortable with one another to maximise your business success.
When selecting the right talent and building a strong team it is important to consider personality very closely, especially in a start-up. Remember that skills can be taught but personalities rarely change, therefore hire on both personality and skills, considering the work culture you have and want to produce. In doing so, you have overcome one of many hurdles in building a successful start-up.