Dream Team or how to create a dream team

Own business – it sounds inspiring no matter how you look at it. After all, this magical phrase usually means that the dream of a person inspired by a cool idea has come true. When we think of business people, we usually think of people who have left their 9-to-6 office routine and devoted themselves to a dream. In our imagination, businessmen solve serious problems and single-handedly manage considerable capital.

However, in real life, a person who decides to start his own business faces a slightly different picture. He understands that it is impossible to achieve at least some serious success alone. After all, there is always a whole team behind the magic of success!

And if you are thinking about starting your own business (or have already done so), then creating your own dream team becomes a paramount task for you. How to create a dream team?
estet-portal.com will tell you!

Your dream team: how to create your own dream team

Your business may have a great idea, but the fate of the whole company still depends on the strength of the team. Each member of the team must be fully responsible for their field, adapt to changes and do it quite flexibly, because the situation in business can change at any time. The best companies rely on the strengths of each of their employees to move forward.
Managed to make money to start your business with the advice from of our article? Then it's time to understand the features of the formation of a dream team!

Dream Team: who should be in your dream team?

It is said that each member of the team has a role to play. Let's look at the main roles that are needed in a dream team.

Dreamer
It's about inspiration and drive. This role requires the person to believe in the idea and dream even when others do not. Never give up — push yourself and others forward! Only a true enthusiast and optimist can do this.

The Visionary
This role is about identifying pitfalls, clearly identifying problems, and finding solutions. Every company faces some obstacles sometimes, and that's when this person with a clear vision of the mission will take the lead and come up with the best solution.

People of Action or Performers
Their motto: less words – more business. It is easier and more comfortable for them to complete tasks than to plan. Main – clearly set tasks and frameworks for them so that the work is solid and complete.

Masters
This role is bundled with the previous one. Masters – the best performers. It's all about organization and delegation, as well as fast and high-quality task setting.

Innovator
It's about transforming an average product or service into an outstanding one. This should be a person with amazing intuition and an original approach. Whoever fills the position should think about things outside the box, with great taste and an eye for development and innovation.

Connector
This role is to create and develop vital contacts to start and grow the business. Connector communicates well with clients, investors and consultants. He is the link (thus the connector) between everyone, which makes excellent communication and fruitful cooperation possible.
Of course, you will have to work hard to find all such team members. That's where the real challenge lies!

Creating a Dream Team: A Step by Step Guide

Now you know what kind of people the dream team consists of. But how do you make sure you put together the perfect team? Here are the five steps to follow when creating it:

1. Define Positions
First you need to define the structure and foundation of your business. If you are not the only founder, then other founders can distribute the roles – who will be responsible for organizational issues, who will devote himself to management, who will head the sales department, who is closer to PR and communications, etc. Then from the founders should go to top managers (if any) and so on, according to the hierarchy.

Once the roles have been agreed upon, make sure that key positions are filled by people who will definitely be able to apply their talents to a particular position.

2. Coordinate all issues on the organization of the workflow
Do you absolutely need all employees to be in the office for an 8-hour working day? Or do you agree to provide them with a flexible schedule with the possibility of remote work? Or maybe your team does have work that is easier and cheaper to delegate to a freelancer? And what will you do if orders eventually flow like a river – Will you expand your staff or prefer subcontractors?

The answers to all these questions need to be sought for yourself in advance. And it is imperative to talk about such moments with employees at the interview, before they are hired. Because even the most valuable specialist and creative employee will not be able to spread their wings and lead the company to the heights if they feel constrained due to the fact that, for example, the authorities will not go to a meeting and will not allow them to work from home in case of force majeure or illness.

3. Define criteria for an ideal candidate

Before you start interviewing potential staff candidates, decide on the key criteria. It is they who will allow you to accurately determine "your" whether this person.

Among them:

Valuable (perhaps even unique) professional experience.
Devotion to an idea (perhaps sounds a little pathetic, but sometimes it plays a very important role).
Company-shared values.
The ability not to panic in difficult situations and look for solutions with a "cold head".

4. Think in advance about the ways of developing employees
Even if you managed to recruit dream employees to your team, you should not rest on your laurels. There are no perfect ones, and in order for the team to remain a dream team, you need to spare no resources and time for the further development of specialists.

Strategies for learning, career growth, advanced training, participation in conferences and specialized seminars – today it is not a whim, but a necessity.

Dream Team: How else to keep morale up

Create an environment in which newcomers will grow under the guidance of more experienced colleagues.
Ensure a friendly atmosphere in the team through high-quality team building and openness in communication between employees and management.

Motivate people both financially (competitive salary, bonus system, bonuses for excellent work) and non-material "buns"; (here the range is very extensive).

Don't forget that it's a good idea to start – it's only a 10% chance of success. Its successful implementation – that's the key priority. And it can only be achieved with the help of a dream team that shares the same mission and vision.

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