Those who have already read the first two articles on the blog are familiar with Adrian, who, once becoming the leader of his team, faces a series of new challenges. His expertise alone will not be sufficient to guide the team towards achieving objectives, and acquiring new skills is more than necessary.
We discussed Adrian’s initial challenges regarding goal setting and clear communication, as well as his relationship with the manager, in the previous articles.
Will Adrian succeed in allocating resources correctly?
When I refer to resource allocation, I think about assigning responsibilities and tasks to each team member based on their abilities and expertise. Adrian knows that it is important for each member to have a clear list of tasks that need to be accomplished and to be informed about the available resources to fulfill those tasks. Once resources are allocated, Adrian is careful to ensure that each member has enough time and support to complete their tasks.
Before starting a project, it is important to assess the competencies of team members in order to identify their skills and expertise.
How will Adrian manage to accomplish this task?
Adrian will focus on three key aspects to efficiently evaluate each team member:
Behavior: Observing how team members interact with each other, their approach to tasks, and how they handle challenges.
Competence: Analyzing the level of skills and knowledge that each member brings to the team and how these abilities contribute to achieving common objectives.
Support provided to the team: Assessing how each member supports and collaborates with the rest of the team, including their ability to give and receive constructive feedback.
He knows that it is important to ensure that each team member is suited for their role.
First and foremost, the leader needs to pay close attention to the skills and competencies of team members. They must be able to accurately assess what each colleague can offer and identify their strengths and weaknesses. This assessment needs to be in line with the group’s objectives, as well as with individual goals.
In order to achieve this, Adrian will use various evaluation methods, such as observing the behavior and performance of employees, individual or group discussions, assessment tools, or even feedback provided by colleagues or business partners.
Based on these evaluations, Adrian will be able to identify individuals who have the key skills necessary to achieve business objectives and assign them the most suitable roles. He must be able to allocate responsibilities in a balanced way and share tasks so that the entire team has the opportunity to grow and contribute to the success of projects.
To make this approach as effective as possible, Adrian will also need to focus on the development of competencies and skills of team members, so that they can confidently tackle complex tasks and projects. Adrian will recommend additional training or offer mentors to help with long-termcompetency development to the manager.
Lastly, Adrian will need to communicate clearly and consistently with his team members about the assigned objectives and roles, as well as what needs to be done to achieve them. Positive feedback and constructive discussions with team members are key elements to ensure that the entire team is on the same page and working efficiently towards group objectives.
In summary, a leader can be effective in evaluating and allocating roles if they are able to identify the skills, competencies, and strengths of each team member, allocate responsibilities in a balanced way, and invest in competency development while communicating clearly and consistently to ensure that the entire team works together to achieve objectives.
