Attract and Build Your Dream Team

Dream Team

Learn how to enlist enthusiastic, productive, and lucrative individuals for your business team for greater synergy and success.

Every successful entrepreneur understands that human capital is a company’s most valuable asset. A dream team allows you to achieve significant goals while also providing richer and more satisfying career satisfaction. Human resources, on the other hand, can be a major liability, and this placed at the feet of those who we hire – not people in charge of hiring them where it belongs. One of the most common complaints among business owners is that they cannot find competent, skilled employees. To cure that problem, businesses must first recognize that the individuals they obtain are the ones they have chosen.

Owners must first become competent themselves in order to benefit from a superior team. Charity begins at home. Business fundamentals, especially business processes and procedures, should be given attention. The team process will then become an organic and simple one that makes recruiting simpler, retention easier, and success inevitable.

The chain of command is team leaders and specialists. Unfortunately, the weakest links in the chain are often the team leaders and specialists.

Entrepreneurs when asked to evaluate their own companies complained that they had far more potential if only they had more capable and enthusiastic workers who were also committed to the company’s growth with pride and a sense of duty and self-motivation. While it’s true that a chain is only as strong as its weakest link, it’s also true that we generally receive the sort of individuals we ask for and are deserving. The owner/employer is frequently the faulty weak connection.

At times, a company owner will complain that salespeople are not professional enough, yet the same person refuses to provide them with sufficient training or remuneration. Ownership views that if their workers were just more productive and made fewer errors, revenues and profits would rise – but without any efficient procedures in place to eliminate human error or increase efficiency. Others, on the other hand, wish to have everything in their hands and delegate nothing to anyone else, only to discover why their best people are unable to assume greater leadership responsibilities or shoulder more burden.

These human capital assets, on the other hand, are limited by their employers and suffer as a result. Until the most valuable team members seek greater possibilities, and higher-paying jobs elsewhere, the entire crew suffers until they depart in search of bigger challenges, more fascinating possibilities, and better salaries. Owners or entrepreneurs, on the other hand, might miss an excellent opportunity both personally and professionally. They feel restricted and frustrated due to a lack of teammates who share and embrace their objectives and ideas.

It is especially demoralizing to watch a goal that appears to be within reach – so close you could nearly touch it – but then rejected repeatedly before losing it, resulting in despair and financial devastation. Both workers and employers can benefit from this, if business owners are ready and willing to seek out the origin of their problem and correct it by forming a better team before engaging in a superior team effort.

Creating a Dream Team from the Start

Until business owners accept responsibility for the teams they form, progress will be limited. It does not matter what type of company you have, a dream team is essential for business success. Once an employer is ready to accept responsibility, he or she may begin the process of establishing a dream team that fits the plan of a model business.

The first step in the process is to grasp the significance and meaning of the team. The difference between a good team and an exceptional one exists in small, seemingly insignificant details. Owners might also be deceived into undervaluing and devaluing their own business and profits. In other words, the company team’s building blocks are also the company’s foundation and heart.

Flawed or ineffective collaboration is frequently a sign and manifestation of a company vision that requires refinement, rethinking, and updating. We get what we deserve, and focusing on the root of the problem and refurbishing and rejuvenating the company from that level will generally result in the whole organism – the business, each department of its team, as well as the client and customer base – to flourish, develop, and thrive.

The importance of treating employees well cannot be overstated. Many business owners become aware that they need a new and unique recipe for collaboration, but they make the typical error of utilizing the same tired methods, systems, habits, motions, and personnel.

Synergy: Creative Team Building is the Magic

The aim of a team is to build synergy. That simply means that the total of the team’s efforts exceeds the individual parts. This indicates that, in financial terms, the return on investment is greater than the contributions made to it.

Let’s consider a portfolio of ten different stocks with a total cost basis of $1,000. If those stocks are diversified in the right proportions and include solid blue chip stalwarts and aggressive IPOs or high-tech startups, the basket of equities can – and should over time – end up being many times the original cash investment.

However, seasoned investors, team mentors, or marriage counselors are well aware that synergy and team relationships aren’t always beneficial and evolutionary. Investing should be a careful, calculated process that should take into account the company’s past performance and prospects as well as personal circumstances. It may be the quickest route to poverty, just as buying assets with good potential might be the quickest way to wealth and early retirement. When a single bad apple is introduced into a barrel of good apples, it can set off a chemical reaction that destroys the whole bushel in a matter of minutes – and the same goes for teamwork. When you put together a team incorrectly, the notion of overall success being greater than its parts holds true, except that it is in the negative direction.

The magic is based on the science of human interaction, team physics theory and philosophy, and critical thinking. We can also combine the power of electricity with the phenomenon of magnetism to generate an electromagnetic generator, which on its own produces a wealth of useful energy. It is likewise feasible to put two individuals together and obtain results that would not have been achievable otherwise. We can sometimes do more than we might with dozens of people who aren’t insightfully chosen and paired together when two or three persons are joined with the proper measure of vision, thinking, and careful planning. People have chemistry, and if we connect two individuals with the wrong chemistry, we can get a cataclysmic, terrible result. Combine it in a different manner and you’ll be able to benefit from more vitality, energy, and success.

It is vital to begin with the fundamental elements and then build the recipe for success from the ground up in order to create a better team. A chef may be an expert in creating apple pie but get different and unwanted effects from applying experience to make a pie when making a cake. Both desserts are similar in terms of ingredients, but it’s a misconception to believe that one can be made in the same way as the other.

The qualities and characteristics of the team are what contribute to the overall outcomes that result from the fact that when it comes to teamwork, the whole is always greater than the sum of its parts.

The First Step in Hiring the Perfect Team

With the right attitude toward collaboration and human capital, a company with the proper balance of individuals, as well as a dynamic team structure and playbook, will be unstoppable on its way to achieving the kind of success that is limited only by one’s creativity. Imagination, when joined with the appropriate group of individuals, becomes a virtually limitless and endlessly reusable resource.

The best place to begin looking for star players is at home. However, it is critical to understand the company’s goal and objective before forming a team. Whether it’s a matter of talent or maximizing efficiency, having the best quarterback in NFL history on the roster isn’t going to help much if what your team really needs are receivers who know how to catch passes or runners who can contribute to the ground game through the air. Too many employers select workers based on their unique abilities without regard to how those talents fit into the bigger picture. Other businesses hire people before they know what their own company’s fundamental values and long-term vision.

Before you write your job description or place the first classified ad to advertise employment openings, it’s crucial to establish a vision and define the purpose of your company. It’s possible that the company’s core principles and talents were set out in its early stages, but they must be revisited. Perhaps the basic beliefs and competencies were outlined at the time of the business plan’s creation, but they must now be refined.

Many business owners regard these original plans as just a means to an end, and they discard them after proving investors or obtaining start-up cash because they feel they are no longer relevant. They don’t understand the fundamental blueprints and consider them as some type of marketing promotion or fluff. However, if they perceive these basic plans for goals and ideals in this way, it implies that they have no idea how to lead others in a practical and workable manner.

It’s no good for a blind person to lead another blind person, so wise and successful company executives are constantly vigilant about the basics of their business. Defining the purpose of one’s efforts and then redefining it as objectives are achieved and methods improve is what generates value at all levels of the business.

We receive what we ask for because, until we know precisely what we want (and why) it’s pointless to hire people. As a result, the first and most crucial step in recruitment is to create a strong vision statement.

Vision: What It Is and Why It’s Important

Without a vision statement, a company is little more than an aggregate of individuals with no particular culture or team with no competitive spirit or understanding of the game’s rules. Core values are essential in helping us express our corporate mission, brand identity, and business ethics into words so that they may serve as a framework and inspiration for others and ourselves. With such a potent tool in hand, it is feasible to create a sensible search for workers who have the qualities necessary to ensure corporate credibility, continuity, consistency, and creative development.

Not just that, but the vision statement also covers the following: Who are we? What industry are we in? Whom do we serve and what services do they need? What distinguishes us from our competition?

The purpose statement or vision statement sets forth what is acceptable or reprehensible conduct, forming the focal point of customer service philosophy and becoming a roadmap and game plan for executing each element of the organization from a specific agreed-upon and shared basis. A strong shared vision is at the heart of any business, and it’s the glue that keeps teams working together successfully over any obstacle or condition. Teamwork fueled by a company’s vision may help make a firm a great place to work and learn, allowing for growth and profit in every market cycle.

When values are consistently expressed, they pervade a corporation and underlie every choice – from which products and services to include, HR selection and even to how to run an advertising campaign.

During the recruitment of team members – whether they are internal or external – the vision statement is emphasized, explained, and discussed in depth. During a job interview with a company, it’s a series of questions about how you meet the requirements for membership on a team that shares the goals, ethics, culture, passion, and ideals outlined in the vision statement.

The Psychology of Creating a Team

Any interactive process requires psychological insight and creativity. To build winning teams, psychologists have developed a number of techniques to assess personality traits and categorize them in ways that help us define or predict individuals’ overall behaviors and attitudes. To summarize, these technologies might assist you in a variety of ways to build better teams. While no evaluation system, test, or profile can fully capture the infinite complexities of a person, they may be used to assist organizations in several ways.

The DISC personality profile and the Myers-Briggs Type Indicator are two of the most popular behavioral assessments used by businesses.

The DISC Behavior Profile

Dr. William Marsden, an American psychologist, developed the DISC system in the 1920s and it has withstood the test of time because to its effectiveness as a team-building tool. It also divides personality types into four distinct groupings, and the letters “D”, “I”, “S”, and “C” – which form an acronym that represents these categories, identify these:

D – Dominant

I – Influential

S – Steady

C – Compliant

Individuals take the test and their results are tabulated to reveal broad patterns of primary traits. The DISC method is not intended to define a person; this is impossible – but it is meant to be a tool for determining individual strengths and weaknesses in relation to performance and behavior in different situations.

It’s critical to remember that behavioral tests aren’t “pass-fail” procedures. They’re simply tools for team builders to get a sense of how team members might function together. These instruments are not intended to be used as a tool to evaluate others, and they are not based on competition.

They are designed to show us a means of discussing distinct individual personalities in order to make it easier to pair people together to accentuate their assets and support or strengthen their weaknesses. A business, HR department, or leader may find that employing profiling systems as intended – while also recognizing that they are not intended to be used as a magic wand – is an enormous help.

The Myers-Briggs Type Indicator

This model was created by the mother-daughter team of Katherine Briggs and Isabel Briggs-Myers based on Jung’s idea. This assessment is given to more than 2 million people each year, including employees at numerous Fortune 500 companies.

Based on the following four preferences or ways of dealing with the world and assessing information, the Myers-Briggs personality type is organized as follows:

  • Extraversion
  • Introversion
  • Sensing
  • Intuition
  • Thinking
  • Feeling
  • Judging
  • Perceiving

The preferences are separated by a letter from the alphabet (with the letter “N” representing the word “intuition” to distinguish it from the “introversion” category). They are then combined to produce four primary categories:

  1. E or I (Extraversion or Introversion)
  2. S or N (Sensing or Intuition)
  3. T or F (Thinking or Feeling)
  4. J or P (Judging or Perceiving)

The profile’s structure allows for the creation of 16 distinct Myers-Briggs personality types, which are the sum of four primary categories in various combinations.

If someone is extroverted, uses intuition rather than the five senses, analytical, and prefers to solve problems rather than depending on feelings or emotions for direction, and goes with the flow rather than “judge” things into an organized method, the person’s Myers-Briggs profile code would be written as “ENTP” which is an acronym for extraversion, intuition, thinking, and perceiving.

In this manner, the fundamental structure of a style may be represented as an easily viewable and charted code. Some personalities are in conflict with one another, but they are improved by another type, so employing a Myers-Briggs assessment method helps a manager or boss to arrange human resources in the most effective ways possible.

We all have both pluses and minuses. Just as adding just the correct combination of ingredients to a combustion engine or an Epicurean dish adds power to it, juxtaposing a team’s strong suit against any inherent flaws generates harmony, balance, efficiency, and improved performance dynamics.

Six Keys to a Winning Team

It’s only the beginning when it comes to choosing team members, and once you’ve found and matched up the appropriate people, it’s critical to move on to the next stage: putting other crucial components in place to create a full-fledged dream team.

Here are six factors that must be considered in order to have a successful and synergistic team:

1       Strong Leadership:

Even if your leadership style is individualistic, you must have passion and responsibility, as well as a personal stake in those who look to you for guidance, development, decisions, and growth.

2       Common Goals:

Goals, on the other hand, are necessary for accomplishment and achievement. The infrastructure of clearly defined and realistic objectives is what makes these things possible.

Goals provide focus for the team by providing a clear direction to follow. SMART goals, which stand for “smart” goals and include Specific, Measurable, Achievable, Results, and Timeframe, should be used.

3       Rules of the Game:

Define limits and responsibilities for the team so that everyone understands his or her distinct and specialized tasks, with no unnecessary overlap or redundancy.

4       Action Plans:

Give steps for taking action to complete the job. Provide each individual with 1) a suitable title, 2) a written contract that clarifies the role and how it will be supported, and 3) a systemized business manual that acts as the textbook, reference book, or play book for the entire team.

5       Risk Taking:

Businesses are like trees in that they either grow or wither. It is impossible for a team to develop and go beyond the boundaries of creativity and performance without being receptive to some degree of healthy risk. Breaking away from tradition and habit and venturing into the risk and reward zone may be vital for achieving a breakthrough.

6       Inclusion and Involvement:

One of the most common problems for businesses is that they remain too close as a team, which in some ways is excellent. Instead of embracing and involving others who can contribute their own talents, they engage in covert and divisive politics of isolation. Teams must include all members, companies must keep their vision statement public, and leaders and owners must share control – otherwise they will lose it.

Putting It All Together

In order to support the team with tools, training, technology, and systems, it is critical that the owner or entrepreneur operate the company without being controlled by it. Working ON one’s business is liberating, but working IN one’s business is confining. Being physically present on a daily basis reduces the leader, owner, and entrepreneur to the position of the company’s slave.

Learn to run the company from a distance in order for it to start generating income as a separate and autonomous entity, then replicate the technique to produce limitless cash. The first automobiles were developed and sold by the Ford Motor Company, but Henry Ford made a profit both building and selling them. He became one of the world’s wealthiest men and one of history’s most renowned entrepreneurs when he figured out a method to manufacture, market, and sell automobiles for himself.

Systems help us to be free to do anything we choose, whether it’s taking a retirement on the golf course, investing in other interests, or establishing new dynamic teams. Becoming an expert in systems is the quickest path to career success, and learning how to create teams is the first step toward any human resources-related system. As Chuck Norris famously said, “T.E.A.M means that Together Everyone Achieves More.”