Building a Team from Scratch: Lessons from My Journey

Building a high-performing team from the ground up is a daunting yet rewarding challenge. A few years ago, I was tasked with creating and leading a new engineering R&D department for a company with ambitious goals. The primary objective was to establish a team capable of collaborating seamlessly with international sites with very different cultures and methods. It was imperative that this department be culturally flexible, adaptable, and able to become technically autonomous as quickly as possible.

Through this experience, I learned invaluable lessons about the key qualities to look for in new hires when assembling a team from scratch. In this article, I’ll share my journey and the essential attributes that contributed to our success.

The Challenge

The company wanted a team that could:

• Work seamlessly across multiple international locations.

• Be culturally adaptable to collaborate with diverse teams in Portugal, India, and Denmark.

• Achieve technical autonomy rapidly.

The Approach

To achieve these goals, I implemented several strategies:

1. Diverse Hiring:

   • Emphasized diversity in nationality and personality to prevent a restrictive team culture.

   • Sought individuals who brought different perspectives to foster innovation and adaptability.

2. Balancing Team Composition

   • Combined senior engineers for leadership and mentorship with junior engineers for fresh perspectives and trainability.

   • Included junior engineers for their positive attitude and mindset, as technical skills can be taught but personal qualities are harder to develop.

3. Focusing on Training and Procedures:

   • Prioritized initial training and the development of processes to enable autonomy.

   • Established clear roles and responsibilities with a strong departmental structure.

   • Subdivided teams with clear technical leaders to streamline project management.

Key Qualities to Look for in New Hires

Reflecting on this experience, here are the six essential qualities I found crucial when building a team from scratch.

1. Alignment with Goals

• Insight: When interviewing candidates, I prioritized those who resonated with the company’s vision of international collaboration and rapid autonomy. For example, I hired engineers who were excited about working with colleagues from different countries and were committed to our mission.

• Why It Matters: Alignment ensures that team members are united in purpose, facilitating effective collaboration and dedication to common objectives.

• What to Assess: Career Aspirations; Motivation; Vision Understanding;

2. Adaptability and Learning Ability

• Insight: Our team needed to navigate cultural differences and varying working styles across countries. I selected individuals who had demonstrated adaptability, such as those who had studied or worked abroad or had experience in multicultural environments.

• Why It Matters: Adaptable team members can handle change and are open to learning, which is vital in a global and dynamic work setting.

• How to Assess: Change Experiences; Learning Enthusiasm; Cultural Flexibility;

3. Communication and Collaboration Skills

• Insight: Effective communication was crucial for our geographically dispersed team. We looked for candidates who could communicate clearly and respectfully, regardless of cultural backgrounds. For instance, we hired engineers who had proficiency in multiple languages or had experience with international teams.

• Why It Matters: Strong communication fosters trust, collaboration and efficiency, essential for teams that operate across different locations.

• How to Assess: Teamwork Examples; Communication Style; Conflict Resolution

4. Diversity and Inclusion Mindset

• Insight: To build a culturally adaptable department, we intentionally created a diverse team. This diversity in nationality and personality prevented a monolithic culture and encouraged a wealth of perspectives, enhancing creativity and problem-solving.

• Why It Matters: A team that values diversity and inclusion can better collaborate with international collegueas and innovate through varied viewpoints.

• How to Assess: Views on Diversity; Inclusive Behavior; Cultural Sensitivity;

5. Passion and Enthusiasm

• Insight: I sought individuals who were not only skilled but also passionate about engineering and eager to contribute to our team’s success. Their enthusiasm was infectious, motivating others and fostering a positive work environment.

• Why It Matters: Passionate team members are more engaged and driven, which boosts overall team morale and productivity.

• How to Assess: Personal Passions; Going the Extra Mile; Team Contribution;

6. Potential and Cultural Fit

• Insight: Balancing the team with both seasoned professionals and fresh talent was strategic. Senior engineers brought leadership and expertise, while junior engineers offered fresh perspectives and were eager to learn. This mix ensured continuity and innovation.

• Why It Matters: Hiring for potential allows your team to grow and evolve, while cultural fit ensures harmony and cohesion.

• How to Assess: Strengths and Growth Areas; Team Dynamics; Future Goals;

Implementing the Strategy

1. Early Focus on Autonomy: We developed comprehensive training programs and clear procedures to help the team become self-sufficient quickly.

2. Defined Roles and Responsibilities: Establishing clear expectations helped streamline our operations and empowered team members.

3. Subdivided Teams: Creating smaller project teams with designated technical leaders improved management and accountability.

4. Leadership Development: Senior engineers were encouraged to mentor juniors, fostering a culture of continuous learning.

Outcomes and Reflections

The deliberate focus on these qualities resulted in a team that:

• Collaborated Effectively Across Borders: Cultural adaptability enabled seamless interaction with international sites.

• Achieved Technical Autonomy within 2 yeas: Focused training and clear structures accelerated our self-sufficiency.

• Fostered Innovation and Growth: Diversity and passion drove creativity and problem-solving.

Lessons Learned:

• Diversity is a Strength: Embracing different perspectives prevents cultural stagnation and promotes innovation.

• Balance Experience with Potential: A mix of senior and junior staff creates a dynamic environment conducive to mentorship and growth.

• Structure Enables Autonomy: Clear roles, responsibilities, and procedures empower teams to operate independently.

Final Thoughts

Building a team from scratch is an opportunity to shape a group that embodies the values and qualities you deem essential for success. My experience taught me that prioritizing alignment with goals, adaptability, communication, diversity, passion, and potential creates a solid foundation for a high-performing team. By investing in these areas, you not only meet immediate objectives but also set the stage for long-term success and innovation.