Drawing Out Team Talent
Your MSP business is made up of diverse individuals who have diverse skills. Some are going to be better at others when it comes to accomplishing certain things. You need to recognize this and plan accordingly. Think of it like the popular superhero series X-Men. In X-Men, Charles Xavier— or Professor X– -uses training techniques designed to draw out and strengthen the varying skills of the mutants he presides over. His overall goal is to give them an increased sense of collaboration as a team. He works to hone their individual skills, as this helps to make them better as a group. What Professor X does is spend time with every mutant to ensure that their talents are honed and controlled. The X-Men series teaches readers just how important it is to properly train those on a team. Oftentimes, potential is hidden and must be drawn out. Here is a very effective way of doing just that:
Determining Training Needs
As you go about training your employees, in order to most effectively spend your time, and most comprehensively draw out their varying abilities, you’re going to need to properly assess the kinds of needs your team has. Once you know what is needed, you can go about designing training which has a starting point and isn’t nebulously derived. Four steps you can take to help your MSP business cohesively assess team needs include:
• Having management sit down with employees to discuss their aptitude
• Every week, determining what is expected and having a target
• Designing operations around expanding abilities of workers
• Having workers detail the talents of five team members
Weekly Goals and Expectations Pertaining to Employee Strengths
Your training of employees needs to take into account the strengths they possess and set expectations accordingly. If you’re an MSP who has found a software engineer with a possible aptitude for marketing, crossing that individual over could be a wise idea, but there will be a learning handicap in all likelihood which needs to be accounted for. If the strength isn’t there, but it could be, your goals have to be set accordingly. When you see an exceptional talent somewhere, you need to hone it. At the gym, you push yourself just a little bit with each workout— but always further than before. Keeping employees strong requires putting them into a similar position with proper gradualness.
Naming Others’ Strengths
Have your employees consider the strengths of other team members they work with. You don’t want a bunch of Wolverine tech people out there doing their own thing despite the rest of the team. They need to know what their peers can do. This additionally serves as a drive to help motivate them toward more cohesive, effective work practices. Have your employees name the strengths of five other team members, and it’s not a bad idea to give employees the strengths peers associate with them. They may find hidden strengths in such a way.
At least four times a year, and perhaps on a monthly basis, you want your supervisors to sit down with employees and discuss their strengths with them. Supervisors may notice strengths that employees don’t realize. Additionally, this can serve to motivate, as progress is demonstrated at intervals.
Last, but not least, you need to have an organizational commitment toward facilitating employee strengths across your team. Leadership throughout your MSP must be careful to foster and encourage development in a way that has individual uniqueness and isn’t of a “one-size-fits-all” variety. One size just can’t always fit everybody; you need to lead accordingly.
More Cohesive Operations
An MSP business with employees who have had their strengths honed, while new ones are drawn out, is likely going to operate more efficiently and competitively. People aren’t static, and strengths need to be developed. Be like Professor X, spend time with employees, and maximize their talent.