The solution can be to ask people to choose which project they want to work on.
Look for ways to get people enthusiastic about their job, find out what really interests them, find out what they really want to do and give them as much of that to do as you possibly can.
Their hard, or technical, skills are important obviously, it’s no good hiring a salesperson who can’t close, or a developer who can’t code.
But if you hire someone or (even worse) partner with someone who can’t or won’t work as a team member, the payoff in terms of their skills had better be huge, because they will definitely drag the project in unexpected directions.
What people can do is often not nearly as important as we think it is. How they do what they do is what really adds value to a team.
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