August 05, 2024

How to Build Winning Teams

Leading a company isn’t just about navigating the market or making strategic decisions - it’s about recognizing that your most valuable asset is your team, your own people. Building a winning team is an art more than it is a science. It requires honesty, a commitment to authenticity and purpose. So here’s how to do it right and actually build a team that wins.

Honest Job Ads and Interviews

Don’t lie. Don’t try to present your company as something it’s not. Candidates will see right through it, and trust will be lost before they even walk through the door. Represent your culture and values with honesty. Your job ads should reflect who you are as a company, warts and all. If you’re a fast-paced startup with long hours, say so. If you value work-life balance and a relaxed environment, be clear about that too. Authenticity attracts the right kind of candidates – those who will thrive in your actual work environment, not a fantasy version of it.

Think About the Most Successful People

Look at your most successful people, the top performers in your company. What makes them great? What are their values, their habits, their mindsets? Reverse engineer these traits to understand what you’re really looking for in a new hire. Develop a value proposition that appeals to individuals with similar hallmarks of success. With this approach, you’re not just filling positions but building a team with the potential for greatness.

Be Transparent

Don’t try to please everyone with flashy promises and then disappoint them when reality hits. Be transparent from the get-go. If there are challenges, share them. If there are opportunities for growth, highlight them realistically. Transparency builds trust and sets the right expectations, which is crucial for long-term satisfaction and retention.

Outline the Path Ahead

Give candidates a clear idea of what’s next. Provide a hint of career growth, tailored to their potential trajectory within your organization. This could be a follow-up email focused on specific areas or branches where they could grow. Most importantly, avoid promises of rapid promotions if they’re not realistic. However, do emphasize that yours is not a stagnant environment, if it in fact isn’t. Highlight your culture of continuous development and progression.

Emphasize On the Culture, Not the Numbers

Numbers don’t inspire – culture does. When describing your company, avoid drowning candidates in office statistics. Highlight the benefits of working at your company, the unique aspects of your culture, and the values you hold dear. Make them see and feel what being part of your team would be like, which is far more memorable than your revenue last year. Bring a personal touch and humanize your company, making it relatable, not the opposite.

Don’t Rely Solely on HR

Building a great team isn’t just HR’s job. Involve people from the business side in the hiring process. They understand the real day-to-day challenges and can sense better whether a candidate will fit into the team and contribute to its goals.

Step Off The Common Road in Interviews

Prepared questions lead to prepared answers. During interviews, step off the beaten path. Think outside the box with your questions to get a deeper look into a candidate’s true character and values. Instead of asking what their weaknesses are, ask about their real-life problem-solving experiences, their failures, and their learnings. Take this as an opportunity to not only reveal their potential fit but also their ability to think critically and adapt.

Finally, building a winning team is about more than just filling seats. It’s about finding the right people who align with your culture and values, who are prepared for the challenges and opportunities your company offers, and who can grow and succeed with you. Be honest, be transparent, and think strategically about who you bring on board. The result will be a team that not only performs and simply “gets the job done” but thrives.

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