While they may not all look the same, successful teams have three key characteristics: They have a designated leader, the team works cohesively and collaboratively, and each team member is working toward a clear, common purpose. 

These same successful teams usually also have three key roles that are filled: the Finder, the Grinder, and the Minder. The Finder is constantly engaged in new business acquisition, drumming up new business and leads. The detail-oriented, task-driven Grinder gets things done, day after day. The Minder is skilled at building and nurturing relationships, oversees the team, and manages processes. Even if your team doesn't define roles using this nomenclature, they're still needed. 

Here's how to ensure each of these roles is being filled on your team, and by the right person:

1. Consider the responsibilities of each team member, as well as their strengths and weaknesses. Ask yourself if the responsibilities, strengths, and weaknesses of each team member are aligned, and if they parallel any of the Finder, Minder, or Grinder roles. This preliminary step will allow you to have the open and honest conversations necessary for the next step.


2. Ask each team member to define his or her strengths, gaps, and passions. The insight into what drives each of the team members, and where they think they excel, can provide the groundwork for altering roles. In addition, did their feedback match your own conclusions? Sit down and discuss with each team member any possible disconnects between what you see and their responses.


3. From these two exercises, consider any modifications that could be made to team-member responsibilities to create more synergy among the team and provide higher job satisfaction. For example, if a person who has been put in a Finder role clearly isn’t passionate about it, look at whether there’s another member of the team who’s well connected in the community. Could these two individuals work together to drum up new business?
   
   
4. Treat roles as evolving as team members broaden their skillsets and new processes and innovative technologies are adopted by your firm.  Your team’s roles and responsibilities aren’t set in stone. They can change over time, depending on the team’s context, challenges, and opportunities. Instead of reviewing them annually, revisit your team members’ roles and responsibilities document at least twice a year, revising it as needed.
   

Next Step

Review your current team roles and responsibilities document. If you don’t have them in print, create a document to help you better assess the team’s structure and how well-matched team members are with their roles and goals. Then, go back to side one of the worksheet and begin the process.