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Team Building

How to Hire Executives

Hiring Executives, Team Building

executive interview, hiring executives, execuquestHiring top-level people and bringing them into your organization can be a difficult process. I have experienced how difficult this can be for organizations during the times they have hired me to assist in hiring their talent.

Often, I have found that the hiring manager or team simply enjoys having a conversation with the candidate when they interview them. The problem with that is that a candidate has about 1.5 hours that is all rehearsed conversation. Whether intentional or not, top-level candidates are very rehearsed and polished in interviews and create a level of comfort through conversation. However, that comfort often sways people. Because of this, companies end up hiring the person they like. And the person that they like is the person that knows that they have to sell himself or herself in the first 45 minutes to an hour of the interview. Read More

Building Trust Within A Team Requires Understanding

Team Building

When trying to foster teamwork in your group, sales team, division, etc., business owners often desire to build trust. What is trust exactly? A simple but compelling definition of trust is: the placing of confidence in someone or in their good qualities; especially fairness, truth, honor, and integrity. But trust cannot be created without first establishing interdependence. In order to have a well-functioning team, each member must rely on the actions of the others to achieve a common goal. Teamwork cannot exist in an environment where individuals are rewarded for his or her actions alone.

Once you have established interdependence among your employees, your goal should be to build trust within the team. You must have a strategy, a set of processes to build trust. Sometimes it’s a series of team building events that are based on enhancing the commitment of the individuals by addressing mutual obstacles that prevent a team from moving forward. This creates a trusting environment. Read More

Building a Team First Requires Interdependency, Not Trust

Team Building

Building a team inside your organization is an art, not a science. There is not just one solution, recipe, or prescription. Instead, it depends on the kind of organization, the culture within the company, the relationship among the individuals, and how they are being rewarded. If you have a culture that is focused on individual rewards and individual performance, it’s very difficult to produce an environment for teamwork because it’s a competitive environment. For a team to work, it has to be interdependent—the members have to be interdependent. The action of one member affects the action of another and affects the result of the whole. The outcome has to be measured in terms of the action of the unit, not the action of the individual.

Not all teams are created equal. A team in tennis is different than a team in soccer. In tennis, you have individual performers that win by their own individual actions. In soccer, it’s a group of people that need each other. One passes the ball to the other, then to another and so on; success depends on movement within the team. It’s a completely different dynamic. The same principle is true within an organization—the dynamics inside each company are different. Read More