- What kind of Energy do they have? The motto of your team should be “Highest Energy Wins”! What kind of energy? Engaging, interactive, inquisitive, active, bright and full of possibility.
A great team player never thinks in terms of can’t, only in terms of ‘how can we?’ Energy is one of the most important things you should use as a measure when choosing members of your team.
It permeates everything. Who do you have around you?
- Do they have the desire to win? Your team members must have an undying desire to win. Not that you will win every time, but that you are going for it.
Are your team members willing to do what it takes? Are you willing to put in the time and energy to win? Are you willing to put off immediate gratification for long term success – are you willing to go the extra mile?
- Are they willing to let someone else win? Being on a team means that you put aside personal gain, and that you are willing to support others.
That means you don’t always get to be a star. If someone has a better idea, be willing to listen with an open mind, and keep quiet until they complete their thoughts.
People who want to know about their salary before they find out the mission are highly suspect.
- Are they personally responsible? Another quality for anyone who wants to join the team is the willingness to take responsibility, not blaming others but owning up to mistake.
In your interview, ask candidates about the biggest mistake and the biggest wins they have ever made, and why they happened, what went wrong! Did someone else get the blame? Were there circumstances beyond their control? What did this person learn from the experience? Listen very carefully.
You don’t want someone on your team who can’t take responsibility or who points fingers at others. That breeds distrust, and will destroy your team. You want someone who will say, “I learned something from that” or “Next time I would do this”.
- Are they willing to submit to the code? Anyone looking to join your team must understand the current Code of Honor. Your Code defines your culture.
They are the rules that bind your team together and determine how they treat each other. Your code should be created by your team and sets the standards of behavior expected from every team member. The code should be something to live up to.
If a prospective team member disagrees with your code then they are a wrong fit for your team. (See ActionCOACH’s 14 Points of Culture as an example).
- Do they have a unique talent or skill? Ideally each person on your team should be there because of the unique abilities they bring to their position.
When putting your team together or rearranging an existing one, make sure you get the best people doing what they do best. Never hire just to fill a space.
If you can answer “YES” to all six questions – CONGRATULATIONS! - You have a rare gift – a high performing, unstoppable team!!
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