Capp’s five-step approach to strengths-based recruitment

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March 2015
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Daily Archives: March 19, 2015

Five Steps to Building a Winning Team

Posted By: Emma Trenier


Last month we spent the day with 280 Lloyds Banking Group (LBG) graduates at the spectacular launch of this year’s Responsible Business Challenge.


Sponsored by HR Director Stephen Smith, along with many other representatives from the emerging talent team and the business, this event prepared the graduates for their challenge of collectively raising at least £250k for Children in Need.


With last year’s graduates bringing in at least £200k more than that, the bar is set high. So, to start the teams off on the right foot, Capp brought the teams through the first five steps of building high performing teams, learning from last year’s winners at every stage.


Here is the essence of what we shared:


1.      Rules of engagement

The first step to building a winning team is to be clear on your team rules of engagement. These are the rules that every team member must stick to at all costs, e.g., must attend all meetings, must be on time, must contribute the actions promised, must be respectful of other team members, must stay on topic.


It is always helpful to include a rule which outlines the reasons a non- contributor can be kicked out of the group. This way, you won’t fall into the trap of being hindered by some people’s poor performance.


2.      Begin with the end in mind

Next we spoke about the ‘Duvet Shove’, the principle that every team needs to have a shared purpose and vision that will (hypothetically) drag them out of bed in the morning (shove the duvet off!), or help them focus on the challenge when everyday priorities get in the way.


The graduates’ next challenge was to define their vision- for some this was to promote what Children in Need do, for others it was to run an event or activity every single week of the challenge.


3.      The right group

The third step to building a high performing team is to define the team roles that are necessary at each stage of the project, bearing in mind that these will change many times. Understanding the strengths and passions of each team member helps to give every person the opportunity to contribute their best.


The graduates considered their strengths and the roles they would most like to take- referring to the Lloyds Banking Group strengths definitions for ideas.


4.      Set the pace and structure

Meetings! We discussed the pain that comes from meetings with no purpose or no outcomes. For all meetings we shared the importance of considering:


-          TYPE- what is the meeting for?

-          STRUCTURE- how much structure is needed?

-          OBJECTIVES- what are they?

-          AGENDA- what were our agreed actions from the last meeting and what do we need to decide today?

-          ADVANCE- what should be done in advance?

-          ON TIME- Start, stay, finish on time

-          MOMENTUM- never cancel a meeting without rearranging


5.      Generate ideas

Finally, we shared tools for idea generation that will help every team think of winning ideas. Through methods of divergent thinking (do this first), and then methods of convergent thinking (do this after a coffee), the teams were able to select their best ‘first burst’ ideas. The graduates also learnt that an IDEA is different from a THOUGHT. For a thought to become an idea it needs to be developed into an actionable suggestion that somebody who did not think of it could deliver.


For LBG, the principles of gamification are central to making the graduate journey impactful- learning socially, through fun, and winning prizes is all part of what makes their development approach stand out. The Responsible Business Challenge is the first of a series of competitive and stretching ‘games’ still to come this year!

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