Ensuring that your team is appropriately resourced is critical to achieving your goals as a leader and as an organisation. If your team has what it takes and is motivated to perform, then you’re on the way to getting it right. I’ve seen many instances throughout my career where teams are not appropriately resourced. They don’t have the right skills or the will to learn them and everything grinds to a halt.
Is your team appropriately resourced? Answer the following questions to find out!
1 – What skills does your team currently have?
Sometimes known as a skills inventory, this simply means understanding what each of your team members is capable of. To be appropriately resourced, your team needs to have the skills required to perform the work. The first step is documenting each of the main skills and experience that your team members bring. Now you know what you’re dealing with.
2 – What skills does your team need?
Now we need to understand what skills your team will require in order to succeed. There are a few things to consider here. What type of work is coming your way? Are there any projects on the horizon that will require specific abilities? What is the required skill mix?
Does 80% of your work require Skill A and 20% Skill B?
Your team is only going to be appropriately resourced if that ratio is roughly correct amongst the team members.
3 – What would your team members like to be working on?
One of the often overlooked parts of team leadership in my experience is matching skills with the enthusiasm to use them. If there is one person in your team who has Skill A, but they dislike performing the work, then it usually isn’t wise to make them spend all their time using Skill A.
In these instances, it may be a good idea to think about distributing the least attractive work amongst the team more evenly, or to find somebody who loves using Skill A!
Having the right skills in your team while people aren’t motivated and challenged isn’t appropriate resourcing. It simply breeds poor performance and low morale.
Alternatively, are there opportunities to up-skill people who would like to develop their abilities in a certain area? Looking for ways to motivate team members through learning new skills is an important aspect of team leadership.
4 – How are you planning to address the skill gaps?
There are a number of ways to address skills gaps in your team to make sure it is appropriately resourced. Having a plan to do so it is important.
Try to up-skill team members by having someone within the team teach them.
You could also up-skill team members by undertaking formal training.
Another avenue is to up-skill team members by learning on the job. It may take slightly longer than using an experienced person, but it can be the best way to learn.
You can up-skill the team by hiring someone with the skills you need.
To me, it’s as simple and as complicated as that.
Work out where you are now. Work out where you need to be. Understand the preferences of your team. Make a plan to get from now to where you need to be, then execute it.