Building a Strong Team - Essay Example

Building a Strong Team A critical variable in building my team for SUNY Down Medical Center is the selection and composition of the member. A strong team is composed of people not just with skills and talent but also those people with temperament that are complementary to each other. In this respect, the Behavioral Event Interview (BEI) becomes handy. It provides the tools in selecting the best candidate that are not only skillful but also those that will contribute meaningfully to the objectives of the organization.

This will be reinforced by: 1) consistent and systematic initiatives such as trainings that would ensure the team is in shape without room for complacency and potentials for failure or mistakes; and, 2) I will establish performance assessment mechanism and corrective measures to ensure the provision of quality care. Again, the BEI is the cornerstone of my strategy. The succeeding stages in the building of the team depend on its success. BEI will allow me to determine if an applicant is compatible with my objectives as a leader and to where I plan to steer the team.

My plan is to build a close and interdependent relationship, although one that is also typified by a strong degree of independence from each member especially when responding to opportunities and crises. So one of my questions would definitely be this: "Can you give me a specific example when you encountered a problem at work and what did you do to deal with it?" This question should be able to give me an insight on the candidates past behavior. Dubois (1998) argued that that this line of questioning would demonstrate competency on the applicants end as well as a point of reference for his or her behavioral patterns in the future (p.235). The question would also enable me to gain insights on the potential team members self-confidence, adaptability and willingness to learn and develop on personal, group and organizational level.

The STAR method could also augment the BEI questions by providing a way in which questions can be framed or how answers can be analyzed. It is also designed to make the interview logical and concise (McMunn, 2012, p.32). For instance, in my example question, the applicants answer can be parsed according to what it stands for: situation, task, action and results. If the answer is lacking or veering away from the question, then, it will provide the cue or the context for the follow-up question (Fernandez, 2006, p.581). If I would be asked the same question and I have to frame my answer according to STAR method, I would say:In 2009, I was part of a team back at my previous organization working on the outpatient database.

I encountered a problem when the IT firm I contracted failed to deliver the correct CRM. With very little time and resources left, I was able to find a smaller firm to do the job and offered my help as an additional staff at night just so the software could be finished and installed on time. My involvement ensured the delivery of the appropriate CRM, which was crucial in the reduction of the cost and the increase in efficiency in the department.It is clear that the focus of my identified strategy is the building of a team or a sort of micro organization, where there is hierarchy, culture and means of ensuring performance, order and capabilities for both risks and opportunities.

ReferencesDubois, D. (1998). The Competency Casebook: Twelve Studies in Competency-based Performance Improvement. Amherst, MA: HRD Press.Fernandez, C. (2006). The Behavioral Event Interview: Avoiding Interviewing Pitfalls When Hiring. Journal of Public Health Management Practice, 12(6): 590-593.McMunn, R. (2012). Interview Questions and Answers. King’s Hill, Kent: How2Become, Ltd.