Yes, there really are only five things you need to do to build a terrific team. Hundreds of management experts will posit as many theories, but no matter the thoughtful insights and creative infographs, in my 30 years working with high-performing teams I consistently see five actions that matter:
1.Complement your culture. Describe your culture and be clear about it. Write down the first three values that come to mind, and aspects you seek to enhance. Now describe each member of your team. Is there a match? If not, you will need to do some rebuilding. Similarly, when you conduct an interview, jot down three words that describe the candidate - do these impressions fit your culture? Regardless of expertise or talent, if values aren't aligned it's unlikely a person will succeed much less contribute to the high-performing team you are building.
2.Add new and different talent. Looking for someone who thinks just like you do? Someone who typifies your work style? It may feel like you're getting a fast start by hiring a simpatico personality, but it's a false start. For when you duplicate yourself, you are adding zero value to your team. However, when you hire individuals with differing talents, experiences and points of view, you will advance your strategy in new and meaningful ways. And your collective team will flourish because varying talents and perspectives feed the engine of creativity.
3.Find self-starters and independent thinkers. Do you remember the last time an employee presented a new idea (and implemented it)? Do your employees proactively communicate and problem solve? Recently, a manager approached me to say that she recognized an ongoing problem weighing down our team's effectiveness; she offered to convene her colleagues to brainstorm solutions. She made my day! This is the same manager who actively resolves client issues, always ensuring we do the right thing and elevating our team impact. How fortunate we are to have her on our team!
4.Give your team freedom, accountability and support. Now that you've recruited talented, self-starters who complement your culture, and you've agreed strategy and priorities, set them free to do their job. Don't hover over the details telling folks what to do and how to do it. Rather, your role is to support the team's work and help break down barriers (structural, people challenges) for them. If you find yourself following up on minutia, or holding someone's hand through the entire process, see points #1, #2 and #3 above! To build the best team, you must actively manage your organization; you can't be timid or slow in making the tough decisions.
5.Role model and recognize positive behaviors. "Walk the talk" may be a bit overused but it's relevant and true. Remember always that your team is watching what you do and how you do it. Show them what success looks like, and be consistent in modeling your values. We know how important it is to recognize positive collaboration and results, yet sometimes we neglect to send a thank you note, offer a public "job well done" or provide a formal award to individuals and teams. A good way to maintain attention on role model behavior and recognition is to ask yourself monthly, "Did I model what I'm asking of my team?" and "Have I taken the time to recognize my team?"
Building top-performing teams is something you'll be tasked with throughout your career, whether new in role or organization, leading a special project or task force. Oftentimes we inherit teams and can enjoy recognizing the best talent, or, in some cases, we must take the necessary steps to rebuild. In any case, your team is a reflection of you, so make sure you like what you see staring back at you in the mirror, and at your next team meeting.