10 fundamentals on building a strong TEAM

First of all, I think it’s necessary to define “strong team” from my own point of view: the most valuable word that is coming to my mind when I think of a healthy relationship is “trust”. This also applies to work relationships (between coworkers, employee-employer). Therefore, a team is composed of people with the same purpose/target. A “strong team” knows how to find solutions and to communicate effectively. They know each other’s professional weaknesses, and they are happy to help where needed.

As an employer, your life will be much easier if you hire well-trained leaders and build a trust-based relationship with your managers.

All the managers in a company are like pieces of a knight’s armor. They have different roles and tasks, but every “piece” is vital for your company. And the most important part is that they must match perfectly. If one piece is different and can’t match with the others, you must find a way to make them merge and work together like one. If that doesn’t do the trick then you have to let them go, and find the missing piece of the puzzle.

Two years ago I have written another article on the same subject, but now I see my strategy even more clearly. I was born with a great love for people and I love to help them evolve on a personal and professional level.

I have more than 10 years behind me in recruiting and training, and over the years I came to the conclusion that “ similar experience” is not the first thing you should stop your eyes on in a resume.

1. Similar experience is not the most important thing in the resume

In the last 7 years, I’ve met many designers, copywriters, web developers, strategists etc. and my conclusion is: seek for the talent, not the resume.

In almost every industry, the recruiter is hunting for experience, they don’t want to lose energy and money on training a freshly University graduate. I don’t think about it like that.

I always kept an open-minded approach to most of the candidates that tried to convince me that they are “the right man for the job” and I have found many talented individuals in this manner. I have then helped them to learn, gave them confidence and guidance, and empowered them; and in return, they’ve become loyal and great employees and professionals. Some of them even grew to become managers. This is something that makes me proud.

So for me, it’s not important to have in my hands a nice and long resume, I seek for passion for the industry, self-discipline, self-education, talent, honesty, and perseverance.

2. Search for them. Love them. Trust them.

It’s important to test your job candidates and find out if they are what your company and team needs. Also, seek for their potential. I love to find “unpolished diamonds” and help them become the best in their domain.

In my opinion, trust is given from the moment I met you, but it’s your duty to not betray it and help us develop a healthy relationship.

You can make mistakes. It’s in the human nature. But every time you make a mistake, you must learn your lesson and become a better version of yourself. Fail to do that, and we will have a more serious discussion in my office with the door closed.

3. Empower.

Ask for their ideas and reinforce them with positive feedback. Let them grow and be happy with every stage of their development. Help them become leaders, to love your company/product and to enjoy working with you.

You don’t want to be a “one-man show” manager. It’s exhausting!

I prefer to be surrounded by loyal, competent, efficient and gifted “generals and soldiers”. I want to know I have my back covered when in need.

4. Active listening.

Allocate time for knowing and listening to your key leaders. Invite them to have lunch with you, speak about hobbies, family and relationships, be open and find out if they really enjoy working with you.

It’s important to listen to them. They will feel that they are important to you and this will develop trust.

5. Respect and dignity is a MUST!

Who wants to work with/for a jerk? No one!

How you treat your employee will make a difference in the productivity of your teams.

A manager abusing their power and authority will lose his people’s trust and recognition. Your employees are your soldiers. You can’t win a battle if your soldiers don’t trust in their abilities and in your leadership.

6. Be generous (not necessarily in a $ way).

Celebrate and enjoy every success of your team. People’s need for recognition is very strong. We have a vital need for belonging to a trusted pack (at least most of us do).

7. Earn their trust and share your vision.

I think that the era of “bosses” will die very soon. Due to the information they have access to, people are smarter and better informed. They want to work for strong leaders from which they have to learn. They are no longer motivated just by money. Smart people want to develop themselves continuously.

The vision is the destination. Inspire your people to hop in the bus and drive towards your goal with you.

Paint them the picture of success and give them solid reasons for working hard beside you.

8. Pitch your vision

Constantly run by your key team members your vision and ideas about where you see your company/project going. You don’t need to go too much into details, but you can pitch different stages and then you must be quiet and actively listen. Every objection or question will help you see more clearly if this is the right moment or the right step towards your goal. Always keep an open mind to fresh ideas.

9. Build a company culture

There are so many great leaders and companies. Ask yourself why people would want to work with you. How is your company different and appealing for candidates?

I’m sure that I don’t have to remind you that employees are vital for a company. It’s in your duty to create a good environment and a strong culture that will be your real legacy.

10. Don’t promise what you can’t deliver

I never lie. I don’t want to be lied to (ever) so I treat every man as I want to be treated. I show respect and receive respect. Simple as that.

I have a long experience in sales, I was taught to lie. I’ve done it in the past, and I had some embarrassing experiences that brought me to my conclusion: This sh*t is not for me! I want to be honest and deliver more than I promised.

If it’s one thing I want you to take from this article is this: be kind, sincere, genuine and passionate about your employees. They will help you reach your goals and succeed in your venture.

I would love to hear what are the principles you rely on when building your team and company culture in the comments.