Most of us remember from childhood the brutal playground ritual of choosing sides for kickball, dodge ball, or any other game. Two captains would stand before a line of kids and take turns selecting the ones they wanted until every kid was on a team. The scrawny kid who loved math and wasn't very good at sports was always the last to be picked.
Client/consulting team selection isn't quite as harsh, but few things impact the outcome of a project more than the quality of your team. For consulting projects, it's particularly important that client team members are selected with care because their contributions can mean the difference between a great outcome and a flame-out.
It can be difficult to achieve the results you want if the client has selected a team before you've had a chance to put in your two cents. So whenever possible, strive to be in a position to help decide the makeup of the client team. Here are few quick ideas for picking a productive group.
Begin with a skill requirements summary for each role on the team, and then use that summary to narrow down the number of candidates. But skills aren't enough. Ask the client to assess each person's capacity: to work collaboratively with outsiders; to be creative in ambiguous situations; and commit to the project's outcome even if that means contributing beyond the normal job duties every now and then.
The final test is for that intangible quality called chemistry. You'll only know that when you see or feel it. You've got to pay attention to your instincts.
The best client people are usually busy on other projects. You may have to push to identify the A players and get them on your team. If it's uncomfortable to push, imagine how you'll feel if the project outcome isn't achieved because of a poorly performing team. You'll put your relationship, reputation, and fees on the line.
And remember, looks don't count. That scrawny math whiz who, years ago, was the last one the team captain picked may be just the person you're looking for now.
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