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Home > Blogs > How to Build Teams That Drive Extraordinary Results?
Teams are the backbone of modern organizations - project teams, executive teams, marketing and sales teams – the list is endless. Outperforming in the volatile business landscape requires organizations to be adaptive and agile, and high performing teams are critical to achieving this mandate.
Unsurprisingly, companies are focusing on strategies to make their teams collaborative, effective and efficient. According to the Harvard Business Review, Deloitte uses a scientific approach to analyze their employees’ individual workstyles and segregate them into four categories to create team chemistry. Similarly, a growing number of organizations are turning to data-led scientific assessments to achieve higher team performance and efficiency.
Let’s take a look at three specific ways in which organizations can use scientific assessments to build high performance teams.
Hiring for the future
By 2027, emerging technology is expected to add 1.4 million futuristic IT jobs in India. According to NASSCOM, these futuristic jobs are expected to be created in: Big Data, 3D printing, IoT, AI, cloud computing, RPA, AR/VR, cyber security and mobile technology. It’s evident that to stay relevant, Indian organizations will need access to a workforce with these emerging skills sets. Scientifically designed role-based and technology-based assessments can help organizations objectively evaluate candidates for the desired skill sets and hire with an eye on the future. Tech Mahindra, for instance, tests candidates based on coding capabilities and technology knowledge, while Google assesses its candidates based on C++, data structure and computer networking skills.
Setting up a robust interview process
While interviews are commonly used for hiring today, unstructured and non-standardized interviews are rarely effective in assessing applicants in a fair and accurate manner. Scientifically designed assessments provide structure to the interviewing process, resulting in more unbiased and accurate evaluations. They also help set up a quantifiable and replicable standard for hiring teams, which can be easily monitored. What’s more, the assessments can be customized to evaluate candidates on specific language skills, soft skills or domain related skills, depending on the number of years of their experience. Nearly 30% of organizations are using role-based simulation tests to confirm the skills of candidates.
Building teams with complementary skills
In order to achieve more agile and effective teams, it is imperative that each team member is empowered enough to contribute to the team’s performance. A number of leading organizations such as Marriot and Southwest Airlines apply Deloitte’s scientific methodology to identify and assess their employees’ individual workstyles. This approach not only provides these organizations insights into their employees’ working styles, but also allows them to create an understanding of the preferred work behavior among employees. The result: business leaders are able to form teams of members with complementary skills and high levels of self-awareness that drives sustained success.
The teams of the future will need to bring together three types of skills: basic skills such as people and communication skills, cross functional skills such as technical and system skills, and domain skills. Scientific assessment tools enable leaders to build high performing teams by accurately assessing candidates across all three skill sets, enabling them to build collaborative and productive teams.