Step-by-Step Guide to Team Selection by amberp

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									Step-by-Step Guide to Team Selection
Midwest Health Disparities Collaborative Senior Leadership Meeting Coleman Associates

Step-by-Step-Guide to Team Selection
• Step One
– Identify staff who possess the characteristics of successful team members.

• Step Two
– Determine the optimal team mix.

• Step Three
– Recruit the team.
May 17, 2002 Midwest Health Disparities Collaborative Senior Leadership Meeting Coleman Associates 2/16

One simple rule
Let no one be chosen for the team who could not almost singlehandedly pull off a victory.

Barriers to successful team selection
• No talent within organization • Distraction by other factors

May 17, 2002

Midwest Health Disparities Collaborative Senior Leadership Meeting Coleman Associates

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Avoid Distractions
• Silo Trap
– Representatives from each department.

• A Walk in the Park
– All front-line, fundamentally dis-empowered staff.

• Chang Kai-Shek strategy
– Withhold best troops.
May 17, 2002 Midwest Health Disparities Collaborative Senior Leadership Meeting Coleman Associates 5/16

Step One: Identify staff
A.Consider team member attributes
– Judgment:
• Respected for their judgment by a range of staff.

– Team player:
• Enjoys a reputation as a team player.

– Listener:
• An excellent listener.

– Talker:
• A good verbal communicator within and in front of groups
May 17, 2002 Midwest Health Disparities Collaborative Senior Leadership Meeting Coleman Associates 6/16

Step One: Identify staff
A. Consider team member attributes
– Solver
• • A proven problem-solver. Frustrated by current system and processes - wants change.

– Frustrated – Creative & Innovative – Open
• • Demonstrably open to change and new technology. Technically, the person’s area of skill (e.g. clinical)

– Mastery

This is not an attribute, but a role consideration and is not “rated” initially.
May 17, 2002 Midwest Health Disparities Collaborative Senior Leadership Meeting Coleman Associates 7/16

Step One: Identify staff
B. Decide who rates potential members
– Who rates/selects team members?
• • • • CEO? Senior managers? Staff? All of the above?

Answer:

Can be done any way as long as CEO retains sole accountability for selection.
Midwest Health Disparities Collaborative Senior Leadership Meeting Coleman Associates 8/16

May 17, 2002

Step One: Identify staff
C. Rate potential members on attributes
– Rate ALL staff on a scale of one to five.
• • • • • 5= 4= 3= 2= 1= Strongly Agree Agree Neutral Disagree Strongly Disagree

–

Tally a total score for each candidate. May average the total scores from several “raters.”
Midwest Health Disparities Collaborative Senior Leadership Meeting Coleman Associates 9/16

May 17, 2002

Step One: Identify staff
Rate potential members on attributes
Team Member Selection Grid
Attribute Judgment Team Player Listener Talker Solver Frustrated Creative Open Mastery Total Score
May 17, 2002

Wanda 5 5 5 4 4.5 4 4 5 clinical (NP) 36.5

Nancy 3.5 3 3 4.5 4 2 3 3 medical records 26

Cecil 4 5 4 3.5 4 4 4 4 info systems 32.5
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Midwest Health Disparities Collaborative Senior Leadership Meeting Coleman Associates

Step Two: Optimal Team Mix
A.Narrow pool to six or seven
– With team selection grid in front of you: – Starting with person with the highest score, consider what this person brings to the team and classify as: • “Absolutely Yes” or • “Solid Candidate” or • “Not the best” – Continue down the list to reveal only “Absolute Yes” and “Solid Candidate.”
May 17, 2002 Midwest Health Disparities Collaborative Senior Leadership Meeting Coleman Associates 11/16

Step Two: Optimal Team Mix
B. Narrow candidate pool to four or five
– Consider team chemistry and balance.
• • • • • •
May 17, 2002

Provider on the team. No one on the team should report to someone else on the team. Combination of front-line and management. Fresh eyes as well as veterans Chemistry ALL of these rules can be broken
Midwest Health Disparities Collaborative Senior Leadership Meeting Coleman Associates 12/16

Step Two: Optimal Team Mix
B. Determine final roster
– If you now have four or five “Absolute Yes” candidates,
• CEO (and counsel) gives final consideration to team chemistry.

–
•

If final consideration proceeds well,
Finalize the team member roster.

May 17, 2002

Midwest Health Disparities Collaborative Senior Leadership Meeting Coleman Associates

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Step Two: Optimal Team Mix
B. Determine final roster
– If you have less than four “Absolute Yes” candidates:
• • • • • Sleep on it. Obtain assistance from Cluster Coordinator. CEO (and counsel) gives final consideration to team chemistry. Sometimes, there’s simply no way around an initial mediocre team. Understand vulnerabilities and finalize the team member roster.

May 17, 2002

Midwest Health Disparities Collaborative Senior Leadership Meeting Coleman Associates

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Step Three: Recruit the Team
• Explain the improvement goal. • Outline the time commitment.
– Learning sessions – Weekly time commitment

• Request a timely response from recruits as you may want/need to select another team member (Go back to step 2). • Keep the team roster confidential until team members have accepted mission.

May 17, 2002

Midwest Health Disparities Collaborative Senior Leadership Meeting Coleman Associates

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A Final Thought
All happy families resemble one another; every unhappy family is unhappy in its own way. Leo Tolstoy, Anna Karénina
The same can be said of teams.

May 17, 2002

Midwest Health Disparities Collaborative Senior Leadership Meeting Coleman Associates

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