Your Path To Business Success #12: Attract, Develop, and Retain a High-Performance Team.

Key Takeaways for Building A Winning Team

• Building a great team requires a deliberate and strategic approach.

• Understanding your organizational values and identifying the right cultural fit are essential for attracting top talent.

• Investing in employee development and fostering alignment are crucial for long-term success.

• Retaining talent requires understanding and meeting the individual needs of your employees.

Your Path To Business Success

Building a High-Performance Team

"You're only as good as your team." This simple truth underscores the critical importance of building a high-performing team. But how do you do it? It's not magic; it's about having proven systems and processes for attracting, developing, and retaining talent. Let's break down these three key phases.

1. Attracting Talent: Defining Your Needs and Finding the Right Fit

Forget just "selecting" talent. The process starts with strategic recruiting. You need to attract the right people in the first place.

• Define Your Organizational Values: What's truly important to your business? What kind of culture do you want to foster? Clearly defining your values is the foundation for attracting individuals who align with your vision. Include your value in your job postings and on your website so applicants have a clear picture of the type of person you want to add to your team.

• Identify Your Ideal Candidate: Reflect on your team's strengths and weaknesses. Where are the gaps in your team? What skills and personality traits must you add to your team to take it to the next level?

  • Personality: Consider the Big 5 Personality traits of agreeableness, openness to experience, neuroticism, conscientiousness, and extraversion. What personality type do you need more of on your team?

  • Skill Set: Document your organization's activities using the business model canvas. Evaluate where you have gaps and define skills that would benefit your organization most.

• Cast a wide net: Employers frequently focus too much on what someone has done in the past and not enough on the future potential of an individual. Great employees thrive in environments that give them room to grow. Look for curiosity, humility, intelligence, and willingness to grow. You can find some of the best talent in the most unlikely places.

2. Developing Talent: Investing in Growth and Alignment

Once you've recruited the right people, it's time to invest in their development. Employee development involves three key aspects:

• Define Roles: Define the ideal profile for each role, outlining the tasks and skills required for success and how individuals' work impacts others. You will want to complete this profile for each role within the organization. Identifying the borders between roles will make it easier to determine where there are opportunities for employees to grow, diversify their skill sets, and provide synergistic value to the organization.

• Skill Development: Provide training and resources to help employees master desired skills. Your training program should include general onboarding training that orients the employee to their role and how to work with others within the organization. In addition, it should consist of ongoing individual development planning that focuses on leveraging the employees' strengths and mitigating their weaknesses.

• Organizational Alignment: Educating employees on organizational culture is often overlooked but critical to creating a harmonious working environment. Your values should be seen in everything you do, from how you hold meetings to how you conduct performance reviews to even the signage and decor in your workspace. Employees should not doubt what you value and how you expect them to engage with you, other employees, customers, and other key stakeholders.

3. Retaining Talent: Valuing and Appreciating Your Team

Developing talent is an investment in time, money, and resources. Like any other investment, it is critical to have a plan for how you will mitigate risk and reap the benefits of your returns. The good thing for you is that retaining employees is simple if you hire the right people, understand your employee goals, and focus on long-term relationship building.

• Understand Employee Values: What motivates your employees? Is it work-life balance, financial security, or professional growth? During the hiring process, hiring managers take the time to understand individual strengths, weaknesses, and goals. This type of assessment should not stop once an employee is hired. It is critical to foster a trusting environment where your employees update you on changes in their goals, aspirations, or reasons for working.

• Provide What They Value: Once you understand what your employees seek, you have a few choices. You can provide what they want, let them know their ask is unrealistic, or develop a plan with your employees to put you in the position to give them what they want. Healthy relationships are mutually beneficial. Relationships with one clear winner and one clear loser are doomed for conflict. Work with your employees to find common ground and achieve win/win outcomes.

• Think Long Term: Retaining employees allows you to benefit from the residual value of your investment in their development. Losing an employee has multiple costs. You have to spend money finding and training a new employee. Your competition benefits from the talent you have helped to develop. And any change in personnel tends to impact other employees on the team. Every effort should be made to keep employees who make the team strong by their presence.

3 Steps Process

These three high-level tasks—attracting, developing, and retaining—provide a solid foundation for building a successful team. While the process can be complex, focusing on these core principles will set you on the right track. Start implementing these principles today, and you'll be well on your way to building a stronger team tomorrow.

Thank you for reading the latest installment of the Your Path to Business Success series. We started this series to give small business owners a do-it-yourself guide for scaling and growing their businesses. If you have enjoyed this series, please share it with a friend.

If you have a question about anything that is covered or feel you would benefit from additional guidance and support, please reach out to me at dcunion@yourpathexecutivesolutions.com

Your Path to Business Success #11: Reduce Team Friction

Imagine that it is December 31st, and you have achieved your annual goals. You have exceeded your revenue targets, attracted new customers, expanded your service offerings, and grown your bottom line earnings by 10% more than you budgeted. How great would that feel?

Reduce Team Friction

Now, take a moment to think about the biggest challenge you will need to overcome to bring this vision to life. If you have been in business for over a year and have employees, the biggest obstacle won't be your strategy or cash flow. It will not be competition or tariffs. It will be your ability to harness your team's talent and potential and get them to execute your strategy in a way that allows you to quickly learn and adjust to market conditions so you can drive profitable growth.

Understanding synergy.

Aristotle first used the word synergy to describe the soul and the body coming together to create something greater than the sum of their individual parts. Within business, synergy has become jargon for two or more people (or companies) coming together to create more value than they could individually. Your competitive advantage as a business comes from your employees' collective skills, knowledge, and ambition. To achieve your wildly important goals, you have to create an organizational culture and processes that nurture the potential of your employees and make it easy for them to work together towards a shared goal.

Pro tip: Assess the strengths of your team members. Use this information to help you identify how individual employees can provide the most value to the team.

Team friction hurts synergy.

Friction is the force between two surfaces when one tries to move against another. Think about the feeling you experience when you rub your thumb against your pointer finger. A little friction can give you a warm feeling; too much friction can cause pain and discomfort to both fingers. Work friction typically happens when someone changes something about the work environment that goes against what others expect or want. For example, if everyone communicates important information through Slack, but one employee decides they want to begin communicating important information through email, there is the potential for friction. Some friction supports traction; too much can result in irritation and wasted productivity.

Pro tip: Diagnose the sources of friction on your team. Then, identify how you can establish norms to reduce conflict.

Sources of team friction.

Team members have different work preferences, values, communication styles, and goals. Each of these is a potential source of friction. Here are some of the most common sources of friction within an organization

• Communication Breakdown: Misunderstandings due to different communication styles or lack of clear communication.

• Unmet Expectations: One person's desires are unmet, leading to disappointment and frustration.

• Financial Disagreements: Conflicts over spending habits, budgeting, or financial priorities.

• Trust Issues: Jealousy, lack of transparency, or past betrayals that hinder communication.

• Differences in Values: Conflicting beliefs or business objectives that lead to tension.

• Lack of Face Time: Feeling neglected or unimportant due to insufficient time one-on-one.

• Autonomy: Disagreements over the amount of power and decision-making power different people are given.

• Distribution of work: Unequal assignment of opportunities and responsibilities.

• Work-Life Balance: Stress and tension caused by conflicting work and personal life demands.

The more friction, the slower and less effective a team is. In extreme situations, individuals produce less by being part of a team than they could if they were working independently.

Pro tip: Work with employees to improve their capacity for friction and reduce the risk associated with workplace conflicts.

Effective leadership reduces team friction.

Two things impact friction: the amount of pressure people put on one another and how people interact. As the leader of your organization, it is your responsibility to gauge how much pressure is productive. If goals are too easy or deadlines are unclear, employees will not be motivated to do their best work. Conversely, if goals are unrealistic and deadlines are too urgent, there is a risk of unproductive stress, leading to unproductive infighting or low motivation. Effective leaders know how to apply the right amount of pressure at the right time to get the best out of their team.

Leaders are also responsible for defining what is unacceptable in the work environment. Violations of trust and incivility can negatively impact communication and collaboration, resulting in interpersonal conflicts that erode productivity. The time you spend defining your organizational culture, setting expectations around communication, and reinforcing norms primes your work efficiently.

Pro tip: Right down what your ideal work environment looks like. Describe how decisions are made and how work is done. Share this vision with your team.

Ways to reduce team friction

One of the best ways to reduce friction and create positive momentum is to focus on these 6 leadership behaviors:

1. Create a shared goal or vision

2.  Build trust among team members

3. Clearly defined measures of success

4. Provide guiding principles for decision-making

5. Assign work based on individual strengths

6. Predefine method for handling conflict

Leaders who intentionally build teamwork and establish processes position their organizations to work together, learn together, and strive.

Pro tip: Take the Power6 Leader Diagnostic Leadership Evaluation to understand your leadership strengths and opportunities.

Learn More about Power6 Leader Program

Your Path Forward

Creating a culture of teamwork and protecting team momentum are the primary responsibilities of a leader. The better you understand the impact friction and synergy have on your team, the more intentional you can be in establishing norms and processes. Norms and processes support the values and goals you have established for your organization. Over the next week, consider how you would like your team to work together and use that vision as your guide for evolving your organizational culture. 

Thank you for reading our latest article on Your Path to Business Success. This is the 11th article of a 15-installment series designed to give Small Business owners the knowledge they need to make 2025 their best year. If you have questions about this, or any of the other articles, email Executive Coach Dorian Cunion at dcunion@yourpathexecutivesolutions.com

I encourage you to go back and read earlier articles that focused on developing a vision for your business, goal setting, and utilizing data to drive decision-making.

How to Construct Your ADHD Toolkit for Success at Work.

Feeling like your mind is a scrambled egg? Are you overwhelmed by to-dos, distractions, and a general sense of chaos? You're not alone. Many adults with ADHD struggle with focus, organization, and emotional regulation. The good news is that there are practical strategies you can implement to tame the scramble and live a more focused and fulfilling life.

This blog post draws insights from a coaching session with clients navigating the challenges of ADHD. While everyone's experience is unique, the core struggles and solutions often resonate.

Understanding Your ADHD Landscape

One of the first steps to managing ADHD is understanding how it manifests in your life. Think of it like a weather forecast for your brain. Are you experiencing a sunny "green" state where focus and productivity flow easily? Or are you caught in a stormy "red" zone, overwhelmed and unable to get anything done? Learning to recognize your internal weather patterns is crucial.

• Red Zone: Overwhelmed, can't focus, easily angered or frustrated, shutting down, feeling "locked."

• Orange Zone: Heightened emotions, difficulty focusing, increased fidgeting, anxiety rising.

• Yellow Zone: Normal state, with some challenges with focus but manageable.

• Green Zone: Highly focused, productive, and organized. Brain feels clear.

Building Your ADHD Toolkit

Just like a toolbox contains the right tools for different jobs, your ADHD toolkit should include strategies for navigating different mental states. Here are some ideas inspired by the research:

• Awareness is Key: Pay attention to your body and mind. What early warning signs are that your mood is shifting from green to orange or red? Do you clench your jaw, fidget, or experience tightness in your chest? Recognizing these signals allows you to intervene before things escalate.

• Regulation Activities: Identify activities that help you regulate your emotions and bring you back to center. These could include:

• Breathwork: Even a few minutes of deep breathing can make a difference. You can try incorporating it into your routine, like every time you get up to use the restroom.

• Exercise: Physical activity is a powerful tool for managing ADHD symptoms. Find something you enjoy, whether it's walking, yoga, or dancing. Ideally, you should do exercises that cause you to break a sweat.

• Mindful Activities: Reading, journaling, or engaging in creative pursuits like water coloring can help quiet the mind.

• Cleaning/Organizing: For some, a clean and organized space can bring a sense of calm and control.

• Spending Time in Nature: Connecting with nature can be grounding and restorative.

• Fidget Tools: Having something to fidget with, like putty, a spinner ring, or even just playing with a pen, can help with focus and reduce anxiety.

• Sensory Input: Experiment with different types of sensory input, like music (instrumental or low-fi is often preferred for focus), white noise machines, or even certain scents. Find what works for you.

• Routine and Structure: While ADHD can make consistency challenging, routines can provide a framework for your day and reduce decision fatigue. Start small and gradually build upon habits that work for you.

• Time Management Techniques: Break down large tasks into smaller, more manageable chunks. Use timers and reminders to stay on track.

• External Support: Don't be afraid to seek help from a therapist or coach who specializes in ADHD. They can provide personalized strategies and support.

Taming the Tech Beast

In today's digital world, technology can be both a blessing and a curse for individuals with ADHD. The constant notifications and information overload can exacerbate focus issues. Here are some tips:

• Organize Your Digital Life: A cluttered computer and phone can contribute to mental clutter. Take time to organize files, delete unnecessary apps, and establish an information filing system. Consistent naming conventions can make it easier to find stored files. 

• Limit Distractions: Turn off notifications when you need to focus. Use website blockers or app timers to minimize interruptions.

Remember, It's a Journey

Managing ADHD is an ongoing process, not a destination. Be patient with yourself, celebrate small victories, and don't be afraid to experiment with different strategies until you find what works best for you. You have the power to tame the scramble and create a life that's more focused, productive, and fulfilling.

Thank you for reading this newsletter. If you have ADHD or generally struggle with achieving your goals, working with a coach can help. Schedule a call to discuss how coaching could help your career or small business. https://yourpathcoachingandconsulting.hbportal.co/public