Conquer App’s Post

The best companies don't call themselves a family - they operate like high-level sports teams - They understand that they are here to accomplish a job - They understand that teammates will come and go - They understand that you have to perform at a high level if you want to keep your place in the starting lineup - They understand that employee development is more impactful long-term than buying a bunch of expensive all-stars - They understand that no one player is worth ruining the dynamic or morale of the team over The best teams are incredibly close to one another and create bonds for life, but understand that it's different from being a family. And this is also how they always seem to attract and retain top talent so easily.

Letting go and trusting your team is a skill every founder must master. Weezie's Lindsey Johnson has one big piece of advice: Hire people smarter than you in every role - then take a step back. Lindsey had to learn to ease up on the reins, even when she might have had a different opinion. She would tell herself: → You brought in experts for a reason → They have skills you don't → Trust them to do what they do best As the founder, it’s natural to have your own thoughts on how things should be done. But if you’re constantly stepping in with your team, you run the risk of undermining their abilities. If you've hired right, your job is to get out of their way. Delegating allows them to shine and allows you to get on with the business of growing the company. "At some point, you kind of have to let it go." Wise words from an incredible founder that’s built a thriving team. — What's a task you're still holding onto that you should delegate? For more gems from Lindsey Johnson, catch this week's Marketing Factor dropping tomorrow.

What constitutes a high-performing team? Experts agree that these teams share common traits, but what are they, and how can managers orchestrate peak performance? For many, the once-familiar morning commute has morphed into a bleary-eyed shuffle to the home office. Your team, once united in a physical space, now operates virtually. Despite this shift, your work goals and corporate objectives haven’t changed. As a team leader, you may find yourself grappling with how to elevate your team’s performance and effectiveness. We get it, and we’re here to provide guidance. The term “team” can be applied in various scenarios, but its essence remains the same. On the sports field, the aim is to clinch a championship. In the corporate world, it might be crafting a successful marketing strategy for a new product. Ultimately, success stems from the synergy we call teamwork. Head to our blog or hit the link in our bio to dive deeper at https://hubs.li/Q02R1cPx0 🚀

HR is one of the underrated roles among small/mid size projects. The role is not about hiring as many think. Indeed, good recruiters fetch best possible talent taking into account your resources. Best HRs go beyond scouting new team members — they create and/or nurture culture in the team. If you team does not match in culture, you’ll probably fail sooner than later; no matter the class of people you hire. To bring an example, I often recall early teens, when me and my friends kicked Pro Evolution Soccer championships in underground, smoked all the way PS2 clubs. Natural impulse common for bottom feeders was a misleading idea: if I collect players with best stats I will win. Never that was the case. Neither in PES nor in real football. Leader is the leader, followers are the followers, support is support. One role for each archetype, tied together on a corporate culture level. One of the reasons I am thinking more and more about culture at our team.

Letting go and trusting your team is a skill every founder must master. Weezie's Lindsey Johnson has one big piece of advice: Hire people smarter than you in every role - then take a step back. Lindsey had to learn to ease up on the reins, even when she might have had a different opinion. She would tell herself: → You brought in experts for a reason → They have skills you don't → Trust them to do what they do best As the founder, it’s natural to have your own thoughts on how things should be done. But if you’re constantly stepping in with your team, you run the risk of undermining their abilities. If you've hired right, your job is to get out of their way. Delegating allows them to shine and allows you to get on with the business of growing the company. "At some point, you kind of have to let it go." Wise words from an incredible founder that’s built a thriving team. — What's a task you're still holding onto that you should delegate? For more gems from Lindsey Johnson, catch this week's Marketing Factor dropping tomorrow.

People keep mentioning that my work will be even more important when the election happens, no matter the outcome. I agree that it will be important AND… Once we get to “the election,” it’ll in many ways already be too late. The work to build trust and relationships and psychological safety has to happen proactively. We must practice and experiment and reflect in times of relative calm* in order to be able to thrive in times of chaos or conflict. I highly highly recommend that teams invest in a team retreat/offsite in the next few months to build a foundation for whatever is coming. No corny icebreakers or mandatory forced teambuilding. No hard core strategic planning. Focus on relationships and trust and healing and culture. And hire an external facilitator (like me) to create impact beyond your wildest dreams. I’m here when you’re ready! **I am aware that this is not a time of relative calm for many people and society at large. This is in the context of election season. The premise holds in all other seasons!!

When I travel, I tend to read books on planes rather than watch movies. One of those books was Adam Grant's new release Hidden Potential: The Science of Achieving Greater Things. Grant very eloquently highlights the potential we tend to overlook when we measure people by their accomplishments rather than the effort or "road travelled" to achieve that accomplishment because that's really the barometer of someone's potential. This could be for hiring or developing someone, or recruiting them for a team sport. That feels right because it should demonstrate that someone is teachable, coachable, adaptable and resilient. I remember one company was hiring my replacement, and they wanted someone with a 2:1 preferably from Oxbridge. I pointed out that I did not hold a 2:1 from Oxbridge. They very innocently said I was a fluke. 😀 We often hear that life is about the journey, not the destination. Similar philosophy. To ensure we get the best team members, we should look at also measuring people by the journey taken rather than their destination reached or their accomplishments.

How does a Netball team compare to your company culture? I have been fortunate in my career to have worked with many companies with an amazing culture. Recently I have been into a few organisations that have required help, but, I recognise many companies do not realise the importance or are blissfully unaware that they do not have a great culture. I thought I would share the benefits. Trust, respect, and good relationships are foundational elements in the workplace and Netball Team these directly contribute to a positive environment, improved performance, and organisational/team success. Here's why they are important: ⚡ Collaboration and Teamwork: Trust fosters open communication and collaboration, allowing team members to share ideas freely without fear of judgment. It creates an environment where people rely on one another, leading to better teamwork and collective problem-solving. ⚡Engagement and Commitment: When team members trust their leaders and colleagues, they are more engaged and committed to their work. Trust creates a sense of security and belonging, which motivates employees/team mates to put in their best efforts. ⚡Conflict Resolution: Trust helps prevent misunderstandings and reduces conflicts. When trust is present, conflicts are more likely to be resolved constructively rather than escalating. ⚡Psychological Safety: Respect in the workplace/court ensures that individuals feel valued and safe to express their thoughts, opinions, and concerns without fear of being belittled. This psychological safety boosts confidence and participation. ⚡Collaboration and Productivity: Positive relationships improve communication, enabling faster decision-making and more efficient workflows. When colleagues have strong relationships, they can work more effectively as a team. ⚡Job Satisfaction and Well-Being: Good relationships reduce stress and promote a sense of community, leading to higher satisfaction and overall well-being. Employees and team members are more likely to enjoy coming to work and netball if they have positive relationships with their colleagues/teammates. ⚡Support Systems: Good relationships create informal support systems, where people can help each other handle challenges, provide feedback, and share knowledge. This leads to a more resilient and adaptable workforce and team. I have worked for many companies with great culture and it really does make a difference to success and staff turnover. If you are a company about to embark on growth, getting the right people is imperative. If you want a chat about your company culture please get in touch. #lightningconsultancy #teamculture #teamsuccess

Not "clicking" with your team is one of the suckiest feelings. It leaves no room for creativity (which requires vulnerability) and destroys productivity. It also makes you just not want to show up. In his new Fast Company piece, my favorite husband David M. M. Taffet breaks down how and why hiring based on chemistry as opposed to expertise is the way to prevent the ick and ensure a team's success. #teambuilding #teamchemistry #hiringpractices