As every successful entrepreneur knows, human capital is the greatest asset of any company. A “dream team” makes it possible to accomplish powerful objectives, while providing deeper and richer career satisfaction along the way for team members.
On the downside, human resources can also be the biggest liability. Too often, HR failures are too often blamed on the personnel themselves, not on the people whose job it is to hire them.
One of the biggest complaints of business owners, meantime, is that they cannot find qualified, competent help.
To cure that problem, business owners need to realize first and foremost that the people they get are the ones they deserve.
To benefit from a superior team, owners need to become qualified to employ them. Charity begins at home. Give attention to business basics and the organization becomes a magnet for top talent and teamwork. Then the team process will become an organic and easy one that makes hiring easier, retention a cinch, and success a given.
Five Keys to a Winning Team
Picking team members is only a beginning, and once the right people are found and matched-up it is important to take the next step to put other key elements into place to generate a full-fledged dream team.
Here are five factors that contribute to the success and ultimate synergy of any well-rounded team:
- Strong Leadership: Regardless of the leadership style, every successful leader must exhibit the qualities of passion and responsibility and take a vested personal interest in those who look to them for guidance, growth, decisions, and development.
- Common Goals: Accomplishment and achievement depend upon the underlying infrastructure of clearly defined and realistic goals. Goals offer direction to keep the team focused on the mission and vision statement, and goals should adhere to the acronym for “SMART” goals – by being Specific, Measurable, Achievable, Results-oriented, and set within a reasonable time frame.
- Rules of the Game and Action Plans: Delineate boundaries and areas of quantifiable responsibility so that the team players know their unique and specialized roles and the team doesn’t waste energy or wind up clashing through unintentional redundancy and unnecessary overlap. Then provide an action plan. Give each person:
- An appropriate title
- A written contract that shows their job description and explains how others agree to support them in their role
- A systematized business manual that serves as the textbook, reference book, or play book for the entire team.
- Risk Taking: Business teams are like trees – they are either growing or dying. Without being open to some degree of healthy risk, it is impossible for a team to flourish and push the limits of creativity and performance. To experience a breakthrough it is sometimes important to break from convention and habit and get out of the comfort zone and into the risk and reward zone
- Inclusion and Involvement: One of the major pitfalls of businesses is that they remain tightly knit as a team, which is good, but rather than including and involving others who can offer their own gifts they practice the covert and divisive politics of exclusion. Teams need to involve all team players; organizations need to keep their vision statement publicized, not a secret; and leaders and owners need to share control – otherwise they will eventually lose it.
Putting it All Together in a Systematic Way
Supporting the team with tools, training, technology, and systems is important for a number of reasons, and one of the most compelling reasons is that this ensures that the owner or entrepreneur can run the business without being run by the business. Working on one’s business is liberating, but working in one’s business is restraining.
You’ll find this and other great information in our new report, How to Intentionally Build and Attract Dream Teams. While we’re building a download page to host the report, it is available for you right now. Just contact us and we’ll get it on its way to you!