UlTImATE SUccESS GUIdEyour dream, the bigger the team. Size does matter, but most important
is the level of belief.
The main constraint on high performing companies is the ability to ef-
fectively and efficiently recruit and grow key people to match the growth
of the company. When executed properly, building a team has the power
to leverage the talent of the people around you to dramatically multiply
results. How important is team building? 65-80% of operating costs is
consumed in salaries and wages. The typical person works 50% of ca-
pacity (chitchat, Internet, email, personal business, distraction). I feel
this is the leadership’s fault. Everything sinks or flies on leadership.
Businesses are not balance sheets, businesses are people serving people.
Get the people right and the people will take care of the rest.
The best companies have the best teams. If you want a high-performing
business, you need to recruit, hire, and retain high-performing people.
Studies show that only 25% of hires end up becoming top performers,
50% are disappointing, and 25% are chronic under-performers. With
the following Five Keys to Infinite Team Building we expect to double
the percentage of new team members becoming top performers. When
people ask me about the secret ingredients for building a team, I let
them know there is nothing extravagant about team building, nothing
that demands a special power, rather it requires discipline to adhere to
the following Five Key Strategies To Infinite Team Building.
- tRUst
Trust has the ability to speed up the development of, or destroy a team.
You have to start by trusting the ideas and actions of the team. It is im-
portant to point out that you do not have to approve, but you do have
to trust their intentions. Be honest with yourself and your team with the
task at hand. Having goals and expectations that are not honest in the
situation can create a thick layer of fog amongst your team’s ability to
focus. When Trust is high, the level of belief is high, when the level of
belief is high the action taken is high. No one will continue to be on a
team if trust has been breeched. Columbia Business School did a study
that showed that mistrust doubled the cost of business – making lack
of trust the largest expense. Assuming the team trusts the leader, a new
team member will automatically begin to tap into what is called a trans-
fer of trust and start trusting the leader fast, therefore resulting in quick