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By Jennifer Jeansonne and J. Miguez
To all bold researchers, practitioners, and innovators: the time has come to chart the course for the future of work. Let us write this new Code for Fluid Teams—one that guides teams to navigate the storms of uncertainty, harness the winds of change, and claim the treasures of collaboration and innovation. The traditional ways of assembling teams are relics of a bygone era. Today’s high-performing organizations embrace agile assemblies, quickly forming and disbanding teams as needed. Like the pirate crews of old who rallied around a mission before disbanding to pursue new ventures, modern companies must master the art of mission-centric teams, collaborative crews, and achieving ad-hoc cohesion to succeed in unpredictable waters. These teams adapt to specific challenges, whether designing workflows, generating creative breakthroughs, or responding to crises. They operate fluidly, adjusting their sails to the shifting tides of industry trends. Why Fluid Teams Are the Future Accelerated Pace of Innovation Technological advancements and shortened product lifecycles demand rapid adaptation. Fluid teams enable organizations to assemble specialists quickly, delivering innovative solutions that keep them ahead of competitors. Increasing Complexity and Interdisciplinary Challenges Modern challenges require cross-functional expertise. From climate change to cybersecurity, the ability to rapidly assemble diverse experts is key to tackling the world’s most pressing issues. The need for diverse perspectives is more apparent than ever. Fluid teams foster cross-cultural and cross-functional collaboration, leveraging a varied workforce for greater creativity and problem-solving. Economic and Organizational Flexibility Market volatility demands workforce agility. Fluid teams offer a scalable, cost-effective alternative to rigid full-time staff models, ensuring resilience in unpredictable markets. Organizations that master the formation, execution, and dissolution of short-term, high-impact teams will outperform those clinging to outdated models. Fluid Teams: Key to Success for Startups and Innovation Fluid teams are particularly useful for startups and technology innovation. Agile teams form around the development of specific products, solutions, or MVPs, often disbanding after proof-of-concept or when the hiring of a full-time employee is needed due to workload and long-term support requirements. This approach allows startups to access specialized expertise without the long-term financial commitment of full-time hires, ensuring that resources are allocated efficiently. Additionally, fluid teams can help mitigate risk by providing flexibility in scaling up or down based on project needs and market conditions. By leveraging a network of on-demand talent, startups can accelerate development cycles, iterate quickly based on user feedback, and stay ahead in competitive markets. Sharon Goldsmith, Executive Director of Innovation and Entrepreneurship Programs at The Tulane University Innovation Institute, says that fluid teams can be a good option for startups who do not yet have the need, direction, or the funding to hire W2 employees. “In today’s fast-moving landscape, the ability to rapidly assemble and reconfigure teams is a competitive advantage”, say Goldsmith. “Startups that embrace fluid teams can scale expertise on demand, drive innovation faster, and optimize costs—ensuring they remain agile in an ever-changing market.” Fluid teams are already present in a variety of industries, where adaptability and agility are paramount:
Steering the Ship: Best Practices for Fluid Teams Mastering fluid teams requires more than just new tools—it demands a shift in mindset. While traditional best practices might emphasize structure and predictability, fluid teams thrive on something different: intention, interconnected thinking, and the courage to let go of control. Here are three essential best practices to steer your crew through uncharted waters: 1. Be Intentional Fluid teams are not traditional teams with looser job descriptions—they’re fundamentally different. That difference demands thoughtful design. Before setting sail, take time to think through the dimensions that shape your team: skills, roles, decision-making, communication, accountability, and cultural fit. Don’t do it alone—engage your team in the process. Ask what they value, what they need to succeed, and what motivates them to show up fully. Involving the crew in designing the ship ensures it’s seaworthy and built for shared success. 2. See the Connections Between Dimensions In fluid teams, every design decision has ripple effects. Want to blur role boundaries? You’ll need to hire or contract people with broader skill sets—or provide structures for cross-training. Want to maximize autonomy? Then build strong feedback loops and shared context so people can make independent decisions without veering off course. Recognize how changes in one area affect others, and design with those connections in mind. Fluid teams function like ecosystems—balance and interdependence matter. 3. Get Comfortable with Being Uncomfortable This is new terrain. For leaders used to command-and-control models, fluid teams can feel disorienting. You won't have full visibility, let alone control—and that’s the point. The strength of fluid teams lies in their ability to self-organize, adapt, and execute with agility. As Steve Jobs once said, “It doesn't make sense to hire smart people and then tell them what to do. We hire smart people so they can tell us what to do.” Fluid teams work best when you empower the crew and step back from the helm. Trust the talent, give clear direction, and then—get out of their way. The Final Map: Sailing into the Future Like the legendary pirates who roamed the seas, today’s organizations must embrace a spirit of adventure, adaptability, and collaboration. The future of work belongs to those willing to abandon the rigid hierarchies of the past and set sail toward new opportunities. By mastering the art of assembling and disbanding high-performing teams, businesses can ride the waves of change rather than be capsized by them. The treasure is out there—those bold enough to embrace fluid teams will be the ones to claim it. Want to learn more, add your voice, and contribute to the integration of fluid teams as we chart the course with this innovative approach to project-based staffing? Interested in booking a team design consultation to help your company integrate fluid teams to help you prepare for the future? Get in touch! - [email protected] About the authors Jennifer Jeansonne: With over 15 years of experience in talent acquisition and workforce development, Jennifer Jeansonne is a New Orleans-based team designer passionate about helping companies build the right mix of people, resources, and tools to accomplish their goals and implement a culture that inspires teams to do their best work. As the founder and owner of JAJ Consults, Jennifer designs teams and processes that power businesses forward and helps companies build functional, beautiful, and efficient teams that are empowered to do great work together. As a fractional and contract people operations consultant, she leverages her diverse background across industries such as technology, startups, hospitality, non-profits, education, and healthcare to implement customized solutions that align with each client’s unique needs. Jennifer and her Chief of Staff, Clotilde- an English Labrador retriever, are inspired daily by the creative spirit of New Orleans and enjoy connecting with the amazing people who call this city home. J. Miguez: J. Miguez (he/him) is the founder of Ampersand IRC and the mind behind the Fluid Teams concept—a visionary strategist with over two decades at the nexus of startup acceleration and corporate learning innovation. A steadfast advocate for workforce fluidity, he is pioneering new frameworks that harness ecosystems and functional IP to transform how value is created and how teams adapt, learn, and thrive in today’s dynamic world. A founding organizer of StartItUpDE, the public-private partnership that catalyzed the Delaware tech ecosystem, Miguez also advises investors, founders, and enterprise leaders. He has taught entrepreneurship in both accelerator and academic settings. J., his dog Charlie (she/her), and his consultancy are based in New Orleans.
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Today is International HR Day and as I reflect on the my career in talent acquisition, workforce development, and human resources, I am proud to be an independent, strategic People Ops consultant.
Today's People Ops projects strive to be problem-solvers, not just rules enforcers. A company is only as strong as the people that make up the team, and purposeful projects can help champion the employee experience and create and environment of trust, transparency, and achievement. Some recent ways that I collaborated with clients: ☑ Identifying and hiring top-notch talent to fill roles that meet the skillset your company needs ☑ Revamping recruiting processes to save time and money and better assess candidates ☑ Redesign roles to better fit the organizational needs ☑ Create solid, transparent job descriptions and performance metrics ☑ Workforce and capacity planning for new businesses ☑ Connecting amazing talent with the next step in their career ☑ Benefits and compensation consulting ☑ Content planning for employer branding efforts ☑ Candidate sourcing and screening ☑ Pipeline planning for long-term recruiting strategy I am passionate about creating people-focused, business-first strategies for my clients and would love to help move the needle on important things for your business. Reach out today to brainstorm and get the conversation going. I can't wait to get started! I recently had a conversation with some really smart individuals in my network and they gave me some insight on a common thought/panic scenario for early-stage founders and small business owners, "Oh Sh*T! I need to hire!"
Most people know that you need a solid job description to start the hiring process but do you realize that there is so much more that goes into recruiting? You need: - Appropriate business need for the role - In-depth analysis of skills and attributes needed - Accurate job title - Engaging job description - Competitive compensation range - Distribution plan for getting the word out (includes job boards and other ways to get the word out that you are hiring) - Plan for candidate communications - Resume screening metrics - Throughout interview process - Effective screening questions - Diverse candidate sourcing strategy - Process for feedback - Alignment processes for your hiring team - Substantive reference checks - Decision-making guidance - Offer negotiation parameters and boundaries - Onboarding and training plan - Performance evaluation Exhausted after reading this list? 100% understandable! There is a lot more that goes into the hiring process than writing a job description and posting it on your website (that is, if you want to be successful!). JAJ Consults can help! And it's probably not as expensive and out of reach as you might think. I am approaching the recruiting process with a fresh approach, bringing hourly, retainer, and project-based engagement to help your company through the recruiting process, whether you are a brand new founder or a seasoned, successful business owner. I love to get creative with how I can get high-quality recruiting support into your hands and be there to support your growing company. I can help you set up this process, give you the tools to replicate it for your future hires, and train your team to be self-sufficient. I can also be your partner and an extra set of hands at any part or throughout the hiring process. I'd love to have a chat about where you stand with your hiring needs and give you honest feedback about the level of support you might need and how I might be able to support you with achieving your goals. Reach out today to have a chat about how this relatively low-cost engagement can elevate your recruiting efforts. I promise that you won't regret reaching out! (Remember how I said that I like to get creative and want to get high-quality recruiting support into your hands?) Can you imagine how much better your team will be with a senior recruiter as part of your team? PS- I'm developing a training session around this topic for startup support organizations so let me know if this is something that could add to an upcoming meeting or event. I'm looking at you incubators, ecosystem groups, and venture capital firms! All the cool kids and advice columns tell you that you need to use LinkedIn in your job search. Setting up or updating your LinkedIn profile can be a daunting task and it’s normal to feel overwhelmed or unsure of where to start.
Whether you are still in the contemplation stage or are actively job searching, LinkedIn is an essential tool in your professional toolbox. It can be a secret weapon to help you land a new job AND be successful in your professional life, regardless of the industry. One of my favorite things about this tool is that it’s so easy to tweak and customize to help you show up in recruiter searches for the roles that you are interested in. As a classroom teacher, you have a wide range of skills but how do you translate your “teacher speak” to a world outside of education? The LinkedIn profile “skills” section is a great way to emphasize and highlight that you communicate effectively, manage time like a pro, work with diverse populations, and adapt to changing environments. Loading up the skills section is a great bang for your buck because it helps future employers see that you can immediately add value and that you bring a diverse and applicable skillset to their team. LinkedIn allows you to identify 50(!!!!) skills! Maxing out this section will help you connect with recruiters and hiring managers and tell your career story in a way that people can relate to. You can even link them to the roles that you list in your “experience” section, allowing people to see your strengths in more than one place on your profile. Double win! Here's a list of 35 LinkedIn skills specifically related to your classroom instructor skillset that you might want to include:
Disclaimer: This list is intended to get your mind started about how to communicate your expertise and experience on LinkedIn. Be sure to be honest about what you’ve done. Did you maintain a budget while you were cheerleader sponsor? It’s ethical to include budgeting or financial management. Haven’t done it? Don't include it! All of your hard work to build your LinkedIn profile will not go to waste once you get a new role. LinkedIn is at the top of its game these days and is a great way to connect with industry thought leaders and help expand your knowledge base and learn new skills - perfect for the life-long learner that lives inside of every former teacher! Need more help navigating LinkedIn, want to learn new tips and tricks, or ready to engage a coach to help you through the job search process in general? I can help with that! I have a variety of different engagement levels to help you maximize your positioning in the job market. Reach out to learn more! [email protected] I love to write. I love to create content. I'm throwing it back to my journalism days from Farley Hall at the University of Mississippi where I studied under some of the finest journalists in the business.
Getting to write and share content as part of JAJ Consults has been one of the best additions to my life since starting my business. I am able to be creative, engage with content in new ways, and share really cool stuff with the world! I look forward to expanding this part of my business and adding helpful articles and posts that you can use to improve your recruiting, employee engagement, and career development efforts. Stay tuned! |
AuthorJennifer Jeansonne is the owner of JAJ Consults and loves sharing content related to recruiting and employee engagement! 
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