If you want to be a great leader, be aware that your team members need to feel that:
1. They know what they should be doing
1. They have the tools (training, parts, equipment, etc.) to get those things done
1. They have an opportunity to do things they are good at.
1. Their work is appreciated (and praised)
1. Their leaders care about them as individuals
1. Their work matters to the team
1. Their ideas/wishes are heard
1. They have opportunities to learn and grow
1. That they have a good friend on the team

Asking people about their interests and skills helps with some of the above and nurtures the relationships you will depend on during build season; it shows you care about the person as an individual.  It also helps you get people working on what they do best so you can leverage everyone's strengths.
If you want to read more about these ideas, you can read [https://www.refresher.com/book-summary-first-break-all-the-rules/ this summary]
of an excellent book on management and leadership: [https://www.amazon.com/First-Break-All-Rules-Differently/dp/1595621113 First Break All The Rules] that explores what differentiates great managers/leaders from those who are just good.

The other important lesson of FBATR is to focus on strengths (not weaknesses).  Many managers focus on what people do wrong or areas they are not strong in and trying to improve those.  Great managers don't do this; instead they focus on people's strengths and help cultivate them.  It's hard to make an introvert into an extrovert (and usually a miserable experience for both parties).  It's much easier (and more fun and rewarding) to help someone who likes organization and is good at it to become a great project manager.  By focusing on their strengths, you will help the person develop in areas they enjoy and become great at what they do; you will build their confidence and help make your team wildly successful.