As a job manager, the way you put together the right team can be the difference between a successful engagement (with sell-on) and a burned client relationship.

When I was managing engagements, I thought about (in order):

• If I could rely on them for their work
• If they were hard-working, diligent and always (over)delivered
• If they had worked in the sector
• If they were fun to be around and grab a beer with
• If they had preexisting relationships with the client

Depending on his/her skills and abilities i might want to include or exclude someone from a project. It's about efficiency, not personality. I want to work with people who can create synergies and people who are already in track and can perform their task properly 

Motivation and learning ability: if someone is highly motivated to join a project and they have the needed skills and knowledge or shows a proven potential to learn quickly then that is reason enough to have them in a project. the other way around if someone is in the project and they show no motivation and at the same time they are lacking the skills and the willingness to learn, then that is a reason to lay them off.

I would say trustworthiness is the most important reason for me to have someone on or off a project. And someone is trustworthy if open in the communication, honest about things he or she is able to do or not, motivated to contribute effort, and eager to develop with the team. Capability is also an important factor to have someone on or off, but trustworthiness comes first.

Sucessful

technical skills, reliability, availability, personality: if I can choose, I would not put someone on the project if the person is a complete asshole, c.p.

On project: Relation with the client. Motivated. Knowledge.

Off project: Bad client relationship. Bad review. Undisciplined with DDL.

On:

Motivated

Some degree of experience and/or knowledge

Prior work on similar/client

Off:

Inadequacy with the subject

Bad client relationship

Disorganized and unable to meet deadline

Bad review from coach/client

The clients want a specific person. Person fits the project. Person done a couple of projects like this.

1. I have the ability to identify each person's strengths and potential, and I will allocate the proper tasks and projects to them accordingly in order to improve their skills and fully develop their potential.

2. Considering the teamwork, it is important to make sure everyone plays an important and unique role in this team to deliver high-quality results on time.

3. Respect each team member's decisions.

When someone brings certain useful hard and soft skills I would like to have him or her as a team member.

When someone brings difficulties due to his or her attachment to certain projects and people I wouldn't like to have him or her as a team member.

capabilities, motivation, experience

Are they able to deliver under pressure

I would prioritize teamwork and the balance of the entire team  

Wenn es in noch nicht ausgeräumte persönliche Differenzen gibt. ( dann sollten diese zuerst ausgeräumt werden bevor ein möglicher Einsatz ansteht.) 

Wenn sich jemand in unpassender Art und Weise geäußert hat, und sich derjenige, dadurch beim Kunden als nicht passend erweisen würde. (Bsp.: jemand mit großen ethischen Gefühlen, sollte nicht auf ein Oil& Gaz Projekt gestaffed werden)

(editiert)

we can have different field of expertise which may or may not be required for a particular project. Or there is someone better we may include and for that we have to make space by letting one of the present team member go.

character

Tem player or not

On Project: Skill, connections, attitude, ambitions

off: lack of knowledge or communication skills

Their motivation. Even if they are not very good at it, if they are motivated it would usually be worth the time to teach them into becoming a better consultant.

The most important for me would be that he or she is motivated. 

Stubborn and someone who is imposing their ideas/thoughts.

There are different criteria for a project team member:

- Personal fit (team player or not? self-responsibility? …)

- Useful expertise?

- Personal motivation?

- Project-specific experience?

- Enough time for the project?

Hello!

On top of the insights already shared in the post, the "Integrated FIT guide for MBB" has been recently published in PrepLounge´s shop (https://www.preplounge.com/en/shop/tests-2/integrated-fit-guide-for-mbb-34), adressing topics precisely as your question.

It provides an end-to-end preparation for all three MBB interviews, tackling each firms particularities and combining key concepts review and a hands-on methodology. Following the book, the candidate will prepare his/her stories by practicing with over 50 real questions and leveraging special frameworks and worksheets that guide step-by-step, developed by the author and her experience as a Master in Management professor and coach. Finally, as further guidance, the guide encompasses over 20 examples from real candidates.

Furthermore, you can find 2 free cases in the PrepL case regarding FIT preparation:

Intro and CV questions > https://www.preplounge.com/en/management-consulting-cases/fit-interview/intermediate/introduction-and-cv-questions-fit-interview-preparation-200

Motivational questions > https://www.preplounge.com/en/management-consulting-cases/fit-interview/intermediate/motivational-questions-fit-interview-preparation-201

Feel free to PM me for disccount codes for the Integrated FIT Guide, since we still have some left from the launch!