Team leaders need to possess creativity. Creativity in the setting of team roles and the appointment of staff to them is the single most important determinant of team success. Maintaining teams is not just a procedural matter – creativity needs to be continual. Key abilities for leaders to possess are the design or modification of team roles and the fitting of individuals to them. All too often team leaders stick to historic role structures and staff placement policies. Roles must be regularly reviewed in the light of the performance metrics of the team and the softer feedback gained from team members. When areas of underperformance are identified, elements of workgroup processes can be redesigned and new appointments considered. Mapping business processes can assist. Where are difficulties and bottlenecks occurring? What is not being done that needs to be done? Is there scope for transferring certain small workflow tasks common to many staff to single members of staff to achieve a better focus? What causes frustrations? What do team members complain about? Complaints from team members about other team members may be a roles issue. What can you discern that team members are concerned about even if the views are not openly expressed? A further step is that in some situations roles can be designed on the basis of the particular skills and interests of team members – so long as the roles so can be effectively integrated with others. In making appointments, team leaders need a good understanding of team members – their skills, their attitudes and interests, and crucially their potential. A good team leader should not be afraid of making role appointments that surprise others. Of course the duties and responsibilities of the roles and where they begin and end must always be made clear to all team members. And the great thing is that even small changes to roles and appointments can refresh a team and produce real benefits: small change-big win situations are often looked for but not so often found.  Team leaders – you have got to role with it!

More about the development of teams can be found in the book ‘Targets and Terror – England’s Public Services Management Revolution’ by William Barclay www.amazon.co.uk/Targets-Terror-Englands-Management-Revolution/dp/1916035388