Team Building

How to Build a Winning Team: 6 Proven Strategies for Success

Running a successful business takes more than just you at the helm. 

It requires having a high-performing team operating like a well-oiled machine. 

Of course, every business owner knows that. Nothing new there.

But going from knowing to doing gets a bit tricky.

Take 5 minutes in your busy day to ask yourself this questions:

  • Is your current crew really a driving force for growth or holding you back? 
  • Are your team members frequently missing deadlines? 
  • Do you notice a high turnover rate? 
  • Is there a lack of new ideas and innovation? 
  • Do you need to constantly solve conflicts and misunderstandings among employees? 
  • Do you feel further away from your goals despite hard work? 
  • Are you the only one capable of truly running your business?

If you answered “yes” to 3 or more of those questions, it’s time for an intervention. 

A group of people in an intervention

Pushing forward with an underperforming, dysfunctional team will only lead to more frustration. Keep reading to discover 5 proven strategies and 15 solid practices/actions for transforming your human capital into a winning, cohesive unit propelling your business to new heights.

a tug of war between you and your competitors and your teammates

Table of Contents

  1. Chart Your Team’s North Star
    1. Decoding Vision vs Goals
    2. Why Your Crew Craves a Rallying Mission
    3. Visions and Goals That Ignited Business Legends
  2. Assemble Your Dream Team
    1. Experience vs Passion: What Matters More?
    2. Leverage Your Team’s Superpowers
    3. Diversity: Your Hidden Competitive Weapon
  3. Galvanize Your Team with your Leadership
    1. Unpacking the Leadership Styles
    2. Guide Don’t Grip: The Path to Autonomy
    3. Fostering a Culture of Trailblazers
  4. Ignite Collaboration Fireworks
    1. Roles and Responsibilities Redefined
    2. Design Open Dialogue Pathways
    3. Teamwork Exercises That Pack a Punch
  5. Deploy The Conflict Resolution Playbook
    1. Why Conflict Isn’t Your Enemy
    2. Drafting Your Conflict Resolution Blueprint
    3. “I” Statements: The Conflict Disarmers
  6. Conclusion

Do you want to dive in more on how to create a scalable business? Join my virtual event SMART Challenge.  I will show you 5 assets you should have to bolster up your million dollar business.

a collection of 5 assets of SMART Challenge event with a button to guide reader to click to check more details

Chart Your Team’s North Star

A team without clear direction is like a ship without a compass – just drifting aimlessly. In this chapter, you’ll learn how to set a strong vision and goals for your team. Having a defined purpose motivates people and aligns everyone’s efforts productively.

a hand holds a compass

Decoding Vision vs Goals

A vision is an overarching view of the future you want to create – it’s your inspiration, your “northern star.” It provides direction and inspiration, outlining the company’s purpose and the impact it seeks to make. 

Goals, on the other hand, are specific, measurable targets that help achieve the vision. They break down the vision into actionable steps, offering clear milestones and objectives for the team to work towards.

Why Your Crew Craves a Rallying Mission

Having a clear vision and goals is crucial for several reasons. 

  1. They provide a sense of purpose and direction. When team members understand the larger picture and how their roles contribute to it, they are more motivated and engaged.
  2. Clear goals help in prioritizing tasks and allocating resources efficiently, ensuring that efforts are aligned with the overall vision. 
  3. Having defined goals allows for measurable progress, making it easier to track success and make necessary adjustments.

Visions and Goals That Ignited Business Legends

Several companies exemplify the impact of having a strong vision and well-defined goals:

  1. Google: Google’s vision is “to provide access to the world’s information in one click.” Their goal of making information universally accessible has driven initiatives like Google Books and Google Translate.
  2. Tesla: Tesla’s vision is “to create the most compelling car company of the 21st century by driving the world’s transition to electric vehicles.” Their goals include increasing production efficiency and developing affordable electric cars, which have revolutionized the automotive industry and promoted sustainable energy.
  3. Amazon: Amazon’s vision is “to be Earth’s most customer-centric company.” This vision shapes their customer-first approach. Their goals focus on enhancing customer 

Do you want to find more secrets on how to build a winning team?  Join the SMART Challenge to unlock more and ask me questions directly.

A SMART Challenge ticket and a button to direct readers to check more details on SMART Challge

Assemble Your Dream Team

Your team’s skills and talents are key to your success. This chapter will explore how to evaluate your team and ensure you have the right people to develop their skills and grow with your business. 

a group of people in a meeting with pleasure expressions on faces

Experience vs Passion: What Matters More?

When building a winning team, one crucial decision is choosing between relevant experience and high motivation. While experience brings valuable knowledge and proven skills, motivation often drives continuous learning and adaptability. Experienced individuals can navigate familiar challenges efficiently, ensuring smooth operations and stability. However, highly motivated team members bring enthusiasm and a fresh perspective. They are often more willing to go the extra mile, embrace new ideas, and drive innovation. Striking a balance between the two can be key; consider roles where experience is non-negotiable and others where motivation can lead to exceptional growth and success.

Leverage Your Team’s Superpowers 

Understanding and utilizing the unique strengths and talents of each team member is essential for maximizing productivity and satisfaction. Tools like the OAD (Organizational Analysis and Design) personality test can help identify these strengths. OAD assesses various traits, such as decision-making styles, communication preferences, and leadership qualities. By aligning roles with individual strengths, employees are more likely to excel and feel fulfilled. For example, a detail-oriented individual might thrive in a quality control role, while a creative thinker might excel in marketing. Utilizing personality tests can ensure that people are placed in positions where they can perform their best and contribute most effectively to the team’s success.

Diversity: Your Hidden Competitive Weapon

Diversity is a cornerstone of a successful team. A diverse team brings together different perspectives, experiences, and problem-solving approaches. This variety fosters creativity and innovation. For example, a marketing firm with team members from different cultural backgrounds brainstorms a new campaign. Their diverse perspectives lead to a unique and compelling concept that resonates with a wider audience, boosting the firm’s market presence and success.  

Moreover, diversity enhances decision-making by providing a broader range of viewpoints, leading to more comprehensive and effective solutions. Here is one example.  A manufacturing company forms a diverse project team to address a production issue. With varied expertise and viewpoints, the team quickly identifies the root cause and implements a multifaceted solution, reducing downtime and saving costs.

Finding the right person on the right seat is not easy.  I will show you exactly what I do in the SMART Challenge.  Take the chance to explore my billion dollar experiences face to face.  

a collection of 5 assets of SMART Challenge event with a button to guide reader to click to check more details

Galvanize Your Team with your Leadership

Strong leadership is essential for building a winning team. In the following paragraphs, I provide solid and practical insights on leadership styles and my billion-dollar business experiences on leading a team. These strategies will help you cultivate effective and inspiring leadership.

a leader is hosting a meeting with a group of successful team members.

Unpacking the Leadership Styles 

Strong leadership is a cornerstone of a successful team. There are various leadership styles, each with its unique approach to guiding and motivating a team. 

  1. Autocratic Style
    Autocratic leaders make decisions independently, often without input from team members, focusing on control and efficiency.
  2. Authoritative Style
    Authoritative leaders set a clear vision and direction, inspiring and motivating team members to follow their lead with confidence.
  3. Pace-Setting Style
    Pace-setting leaders set high performance standards and lead by example, expecting team members to keep up with their fast pace and high expectations.
  4. Democratic Style
    Democratic leaders involve team members in decision-making processes, encouraging collaboration and valuing diverse opinions.
  5. Coaching Style
    Coaching leaders focus on personal and professional development, guiding team members through feedback and support to help them reach their potential.
  6. Affiliative Style
    Affiliative leaders prioritize building strong relationships and team harmony, creating a supportive and positive work environment.
  7. Laissez-Faire Style
    Laissez-faire leaders provide minimal direction and allow team members to self-manage, fostering independence and innovation.

Understanding and adapting these styles based on team needs and situations can enhance team performance and satisfaction.

Guide Don’t Grip: The Path to Autonomy

Effective leaders provide support rather than micromanaging their teams. Micromanagement can lead to decreased morale, reduced creativity, and a lack of ownership among team members. Instead, leaders should focus on empowering their teams by offering guidance, resources, and support when needed. Regular check-ins and open communication channels ensure that leaders stay informed and can provide assistance without interfering in day-to-day activities. This balance allows teams to work efficiently while feeling valued and trusted, leading to higher productivity and job satisfaction.

Fostering a Culture of Trailblazers

Encouraging your team to take risks and experiment is vital for fostering innovation and growth. Leaders should create an environment where mistakes are viewed as learning opportunities rather than setbacks. This approach not only boosts creativity but also helps teams to develop resilience and problem-solving skills. By celebrating successes and analyzing failures constructively, leaders can help their teams to continuously improve and innovate. Allowing space for experimentation can lead to breakthroughs and significant advancements, driving the team and the organization toward greater achievements.Jon

Check Snow’s Top 9 Rules For Success And Leadership

Ignite Collaboration Fireworks

Collaboration is the engine that powers high-performing teams. When everyone works together toward shared goals, you’ll see higher engagement, better ideas, and greater productivity. This chapter provides proven practices for fostering a collaborative culture of teamwork.

Roles and Responsibilities Redefined

For collaboration to work, team members must understand how their individual roles and responsibilities intersect. Overlapping duties lead to duplicated efforts and inefficiency. 

Start by reviewing each person’s current responsibilities and skills. Identify any overlap, gaps, or misalignment of duties. Then, work with your team to clarify roles moving forward. Develop clear, documented role descriptions capturing key duties and deliverables for each position.

Revisit these role definitions annually or as your team evolves. Responsibilities may need adjusting based on employees’ strengths, development areas, and organizational needs. Consistent role clarity is key.

Design Open Dialogue Pathways

Clear communication channels are essential for ensuring that information flows smoothly within your team. This helps prevent misunderstandings, increases efficiency, and ensures that everyone is on the same page. 

In my company, we use Slack to manage our communications effectively. We have separate Slack channels for each department and product line, as well as one main channel that includes everyone. For urgent messages, we put a red dot at the beginning to catch attention immediately. Additionally, always tagging the recipients ensures that messages reach the right people quickly. This structured approach helps streamline communication and keeps the team well-informed and focused.

Teamwork Exercises That Pack a Punch

  1. Pair Programming or Buddy System
    Collaboration thrives through shared knowledge and accountability. Pair programming or implementing a buddy system ensures work gets reviewed and team members learn from each other continually.
  2. Problem-Solving Workshops
    Gather your team regularly to break down complex challenges together. Diverse perspectives spark innovative solutions.
  3. Lunch and Learn
    Schedule team lunches where different members take turns presenting on trends, best practices or their area of expertise. Sharing knowledge boosts collaboration.
  4. Rotation of Meeting Roles
    Don’t let the same people dominate meetings. Rotate roles like facilitator, note-taker, and timekeeper to keep everyone engaged.
  5. Virtual Coffee Breaks
    For remote teams, virtual coffee breaks provide much-needed casual interaction that builds rapport and trust between colleagues.

Come Meet Me LIVE and I’ll Show You How to Transform Your Business Into A Long Term Valuable Asset That Gives You Back Your Time.

A SMART Challenge ticket and a button to direct readers to check more details on SMART Challge

Deploy The Conflict Resolution Playbook

While conflict is natural when working in teams, left unaddressed it can destroy morale and productivity. This chapter provides solid practices for resolving conflicts in a healthy, productive manner that actually strengthens relationships and teamwork.

A lady is mediating a conflict between 2 guys in a office

Why Conflict Isn’t Your Enemy

Inevitably, even the most cohesive teams will face conflicts due to miscommunication, competing priorities, or clashing personalities and working styles. Avoiding or ignoring these conflicts allows resentment to fester.

Effective conflict resolution skills are crucial for maintaining a positive team environment. Resolving disagreements amicably reduces negativity. It prevents small issues from escalating into larger problems that derail momentum. And it models healthy communication practices that build trust and psychological safety for your team members.

Drafting Your Conflict Resolution Blueprint

Develop and distribute a straightforward conflict resolution policy that:

  1. Outlines steps employees should take when conflicts arise
  2. Defines what level of constructive debate and disagreement is acceptable/encouraged
  3. Specifies what conflict behaviors cross the line into harassment, hostility or insubordination

The policy should provide a clear framework for addressing conflicts productively at the lowest level possible through open dialogue. It should also establish pathways for escalating issues to leadership if they cannot be resolved between the conflicted parties.

Hold a team meeting to review the new policy in detail. Use examples to ensure everyone understands the process and expectations around.

  1. How to initiate conflict resolution procedures
  2. What constitutes unacceptable conflict behavior
  3. How to give feedback and receive it with an open mind
  4. When to escalate conflicts to the next level

“I” Statements: The Conflict Disarmers

Team members should practice expressing themselves with “I” statements during conflicts. “I” statements.. 

  • Reduce blame and defensiveness
  • Focus on resolving the issue, not attacking the person
  • Allow both parties to understand how actions affected the other

For example:

  1. “I felt frustrated when you missed that deadline because it impacted my workload.” Instead of: “You missed the deadline and screwed up my schedule!”
  2.  “I feel that my tasks aren’t being prioritized when you work on individual projects instead of team goals.” instead of:  “You’re always working on your own priorities instead of the team’s priorities!” 

Role-play scenarios where team members rephrase accusatory statements using “I” statements. Have the team provide feedback on which “I” statements are most effective for opening constructive dialogues. This practice builds psychological safety and conflict resolution skills.


Building a winning team demands inspiration, structure, and emotional intelligence in equal measure. This guide has armed you with strategies for charting a unifying vision, assembling a dream roster of talent and leadership, fostering open dialogue, cultivating trust-based collaboration, and resolving conflicts constructively.

Even implementing a few of these team-strengthening principles can elevate engagement, innovation and performance dramatically. With clarity of purpose, role definition, and healthy communication – your well-oiled crew becomes unstoppable. The blueprint for team greatness is here. Seize it!

Ready to take your team’s success to the next level? Come meet me live at SMART Challenge virtual event where I’ll reveal how I build high performance teams plus 40 other fundamental assets every business needs to thrive. You’ll get invaluable insights PLUS the chance to get your burning questions answered live!

A SMART Challenge ticket and a button to direct readers to check more details on SMART Challge

From Start to Success: Hiring Executives for Your Business

When my business started to take off it was exhilarating.

It was like 1000 volts running through my body.

I felt like I was finally running a business.

But as business grew, so did challenges…

Tasks piled up, and the weight of responsibility had started to wear me down.

Realizing I couldn’t do it alone, I sought experienced team members who could share the load. 

Finding the right executives became my mission.

Full transparency: Not everyone I hired turned out to be an A-player, I have some horror stories I’ll save for a future post.

But I did learn through the process the art of hiring executives.

These are the people that will have your back first.

They will take the burden of making every decision off you.

Because hopefully they’ll be SMARTER than you in their area of expertise.
So, buckle up as we explore the art of executives hiring, sharing proven methods to find the best fit for your business’s future.

Table of Content:

  1. The Right Time You Need Hiring Executives
  2. The Organizational Structures You Should Consider
  3. The Role You Should Fill First
  4. The Place You Could Find the Right People
  5. The Hiring Executives Process You Should Know
  6. Conclusion

The Right Time You Need Hiring Executives

Let’s dive into when it’s prime time to bring in some fresh faces to lead the charge in your business!

A image shows a man in suit holding the card with best time on it.

  • During Growth Spurts

Imagine your business is booming, with demand skyrocketing and new opportunities popping up left and right. That’s the perfect moment to consider hiring executives to help steer the ship. 

  • When Big Changes Are Happening

Change is in the air, and your business is gearing up for something big—like launching new products or venturing into uncharted territories. This is the time to bring in executives who’ve been there, done that, and can guide you through the transition. 

  • When You’re Feeling Swamped

Ever find yourself buried under a mountain of tasks and decisions? It happens to the best of us. That’s your cue to bring in reinforcements, especially on the technical side.
Imagine you’re running a services company and struggling to keep up with the ever-evolving technology landscape. Bringing in an executive with a deep understanding of emerging technologies and a knack for implementing innovative solutions could be just what your business needs to stay ahead of the curve.

  • Before Starting Important Projects

Got a big project on the horizon, like launching a new product line or expanding into a new market? Now’s the time to beef up your leadership team. Executives with experience in these areas can be your secret weapon for success.
For instance, if you’re gearing up to take your business global, hiring executives with international chops could be the game-changer you need.

  • When Thinking About the Future

Planning ahead is key, especially when it comes to your business’s future. Hiring executives early on ensures you’re prepared for whatever twists and turns lie ahead.

The Organizational Structures You Should Consider 

Let’s talk about how to structure your team for success! Here are three key organizational structures you should consider.

A man in suit is drawing an organizational chart.

  • Hierarchical vs. Flat Organizational Structures

In a hierarchical structure, it’s like a pyramid—big boss on top, managers in the middle, and employees at the bottom. Works well for big corporations or government agencies.
But in a flat structure, it’s more like a team, with fewer layers and everyone sharing ideas. Ideal for industries where creativity and collaboration matter most, like coaching or consulting.

  • Matrix Structures for Specialized Roles

Now, let’s say you’re working on a big project that requires expertise from different areas, like finance, marketing, and operations. That’s where a matrix structure comes in handy. It’s like having multiple bosses, but in a good way!
Team members report to both project and functional managers, making collaboration seamless. Perfect for consulting firms or services companies juggling complex projects and specialized roles. 

  • Creating Agile Teams for Dynamic Environments

In today’s fast-paced world, adaptability is key. That’s where agile teams shine! Picture them as squads tackling projects in short bursts called sprints. They’re flexible and quick to pivot, ideal for industries like tech startups.
Say you’re launching an online course—assemble an agile team with members from marketing, content creation, and customer support for quick, efficient results.

The Role You Should Fill First

Let’s get down to business and figure out which role you should fill first to take your team to the next level! Here’s how you could do it.

A man is moving a chess

  • Identify Your Biggest Need

Think about what’s keeping you up at night. Is it strategic planning, market expansion, or team leadership?
For example, if you’re a tech startup founder without much marketing knowledge, you might need an executive with marketing expertise.

The name of the game is: Find someone who complements you

  • Look at Your Goals

Where do you see your business in the next year or so? Do you want to expand your services, increase revenue, or maybe streamline your operations? Let your goals guide you in prioritizing which role to fill first.
If you’re aiming to expand into new markets, hiring a sales or marketing executive could be the ticket to reaching your goals faster.

  • Evaluate Your Team’s Skills

Take stock of the talent you already have on your team. Are there gaps in expertise or areas where you need more support?
For instance, if you’re running a services company and struggling with project management, you might want to bring in someone with strong organizational skills to keep things running smoothly.

  • Consider Your Industry

Every industry has its own unique challenges and opportunities. Take a look at what’s happening in your industry and think about how it might impact your business.
If you’re an SEO expert in a competitive market, you might need someone to help with marketing and branding to stand out from the crowd.

  • Assess Your Own Strengths and Weaknesses

Be honest with yourself about where you excel and where you could use some help. Maybe you’re a whiz at coming up with new ideas but struggle with the nitty-gritty details of running a business. In that case, hiring someone with strong analytical skills could complement your strengths and shore up your weaknesses. 

The Place You Could Find the Right People

Alright, let’s roll up our sleeves and dive into where to find the perfect people to fill those crucial roles in your team. Here are some top-notch options.

a man is using a laptop with right hand. His left hand is holding a network illustraion.

  • Promotion from Existing Team Members

Look no further than your own backyard! Your current team members already know the ins and outs of your business and culture, so promoting from within can be a great option. 

If you are just starting out, this would not be a great option for you, look outward.

  • Personal Network

Your connections can be a goldmine for finding top talent. Reach out to friends, colleagues, mentors, and advisors and let them know you’re on the lookout for experienced executives. They might have just the right person in mind or be able to introduce you to someone who fits the bill perfectly.

It could even be your clients. I have hired people who were once a valuable client and decided to become part of the executive team.

  • Executive Search Firms

When you need to cast a wide net and find the best of the best, executive search firms are your go-to. These experts specialize in hunting down top-level talent and have access to a vast network of experienced candidates.
Here is a list of executive search firms.

  • LinkedIn

This professional networking platform is a treasure trove of talent, with millions of professionals from every industry imaginable.
To find the right executive candidates on LinkedIn, start by refining your search criteria based on industry, job title, and experience. Then, reach out to potential candidates with personalized messages highlighting the opportunity and why they’d be a great fit. Utilize LinkedIn’s messaging feature to engage in conversations and build relationships.

The Hiring Executives Process You Should Know

1. Create Job Analysis and Job Description

First things first, you’ve gotta craft job analysis and descriptions to clarify expectations, attract suitable candidates. It helps you clarify who you need as well.  I conclude what to do and how to do when creating job analysis and descriptions

A man is writing "job description on the board.

  • Start with Research
    Before drafting the job analysis and description, gather information about the role by consulting with relevant stakeholders, such as department heads. Understand the purpose of the role, its responsibilities, and how it fits into the overall organizational structure.
  • Identify Key Responsibilities
    Break down tasks into specific, actionable items to provide clarity for potential candidates. Focus on essential functions that are critical to the success of the role.
  • Define Qualifications and Skills
    Differentiate between “must-have” and “nice-to-have” to prioritize essential criteria. Include both technical skills and soft skills relevant to the role.
  • Specify Educational Requirements
    This may include degrees, diplomas, licenses, or professional certifications relevant to the industry or specific job functions.
  • Consider Experience Levels
    Determine the level of experience required for the position, whether it’s entry-level, mid-level, or senior-level. Clearly communicate the expected years of experience and any industry-specific experience desired.
  • Include Reporting Structure
    Outline the reporting structure for the role, including who the position reports to and any direct reports the role may have. Clarify lines of communication and accountability within the organization.
  • Highlight Company Culture and Values
    Provide insight into the company culture, values, and work environment to attract candidates who align with the organization’s ethos. Describe the company’s mission, vision, and core values to appeal to candidates who share similar beliefs.
  • Use Clear and Concise Language
    Write the job description using clear, concise language that is easy to understand. Avoid jargon or industry-specific terminology that may be unfamiliar to candidates. Use bullet points and short paragraphs to improve readability.
  • Review and Revise
    Review the job analysis and description carefully before finalizing it. Seek feedback from relevant stakeholders to ensure accuracy and completeness. Revise as needed to reflect any changes or updates to the role.

2. Screen Applications

Once the job posting goes live, the applications will start pouring in. Now comes the fun part—sifting through them all to find the cream of the crop. You’ll wanna look for candidates who meet the initial criteria. I summarize some tips to screen applications.

A man in suit is screening several CV.

  • Establish Clear Screening Criteria
    Before reviewing applications, establish clear criteria based on the job requirements, qualifications, and skills outlined in the job description. This will help you focus on relevant factors and quickly identify suitable candidates.
  • Use an Applicant Tracking System (ATS)
    Consider using an ATS to manage and streamline the application screening process. An ATS can automate tasks such as resume parsing, keyword matching, and initial screening based on predefined criteria, saving time and effort.
  • Focus on Key Qualifications
    Look for candidates who meet the essential criteria for the role, such as specific technical skills, certifications, or years of experience.
  • Assess Relevant Experience
    Look for candidates who have demonstrated success in similar positions or industries.
  • Check for Cultural Fit
    Look for indications of cultural fit in their resumes, cover letters, and any additional materials submitted with their applications.
  • Consider Additional Materials
    Review any additional materials submitted by candidates, such as portfolios, work samples, or references. These materials can provide further insights into candidates’ skills, accomplishments, and suitability for the role.
  • Utilize Assessments
    Consider administering a brief assessment, such as a personality test like MBTI to gather initial insights into candidates’ personality traits, preferences, and working styles. This can help you identify candidates who are likely to be a good fit for the role and the organization’s culture.

3. Interview

Qualified candidates will be invited to interviews to see if they’ve got what it takes to rock the role. Depending on the position and your preferences, interviews could take many forms, from one-on-one chats to panel discussions and even role-playing exercises.  Here are some recommended questions to interview executives specifically. 

A man is interviewing a lady through a virtual meeting.

  • Leadership and Management Style
      • How do you empower and motivate your team members to achieve their full potential?
      • Can you provide examples of how you’ve successfully led teams through challenging situations or changes?
  • Strategic Vision and Planning
      • How do you stay abreast of industry trends and market developments to inform strategic decision-making?
      • Can you discuss a time when you developed and implemented a successful long-term strategic plan?
  • Team Building and Talent Development
      • What strategies do you use to foster a culture of collaboration, innovation, and continuous learning?
      • Can you share examples of how you’ve built high-performing teams and developed future leaders?
  • Decision-Making and Problem-Solving
      • How do you approach decision-making in high-pressure situations or when faced with ambiguity?
      • Can you discuss a complex problem or challenge you encountered in your previous role and how you resolved it?
  • Communication and Stakeholder Engagement
      • How do you effectively communicate your vision, goals, and expectations to stakeholders within and outside the organization?
      • Can you share examples of how you’ve built strong relationships with key stakeholders, including board members, investors, clients, and employees?
  • Track Record and Achievements
    • What are some of your most significant accomplishments or contributions in your previous executive roles?
    • How do you measure success in your current or previous positions, and what metrics do you use to track progress?

4. Select the Right One

After all the interviews are said and done, it’s time to pick your winner! The hiring team will huddle up and evaluate each candidate based on their skills, experience, cultural fit, and potential for growth within the organization. It’s kinda like assembling your dream team, so choose wisely! Here is another blog shows you how to differentiate between a superstar and a super-talker.

5. Reference and Background Checks:

Before you pop the champagne and send out that job offer, there’s one last step—reference and background checks. You’ll wanna make sure your top candidate is the real deal.  

A man in suit is checking the check list.

  • Reference Checks
    • Direct Contact
      Candidates provide contacts, which may include former supervisors, or professional contacts. You could ask questions about the candidate’s job performance, work ethic, and character.
    • Written References
      Candidates provide written references, which are typically in the form of letters or emails from previous employers or professional contacts.
    • Reference Checking Services
      Some companies offer reference checking services where they contact references on behalf of the employer to verify information and provide feedback.
  • Background Checks
    • Employment Verification
    • Education Verification
    • Criminal Background Checks
    • Professional License Verification
    • Third-Party Background Screening Services
  • Online Research and Social Media Screening
    It provides insights into candidates’ professionalism, reputation, and alignment with company values. but employers must be mindful of privacy and discrimination laws when using this method.

6. Send the Offer

Once everything checks out, it’s time to seal the deal! The organization extends a formal job offer to the selected candidate, complete with all the juicy details like salary, benefits, start date, and any other terms and conditions of employment. It’s like getting the golden ticket to the chocolate factory—exciting stuff! 

A man is hand shaking with a lady within a group of people.


Congratulations on completing this journey to enhance your team by hiring executives! I have covered almost everything from when you should find the executive to how to find the right one.  You’ve gained valuable insights. Now, take the next step in streamlining your hiring process with our talent acquisition tool.
It is designed to assess candidates’ personality, work habits, and more, it ensures you build a team that’s not just skilled but also aligned with your company culture. With this tool in your arsenal, you’re equipped to make informed hiring decisions and take your business to new heights. Let’s get started!

Get The Best Out Of Your Sales Team

Your closers are part of one of the most important teams in your business…

And over the years, I’ve built sales teams of all sizes, including up to well over 100 closers.

I’ve tested many ways to train them, incentivize them, and help them perform to their fullest potential.

Some things worked, while others didn’t.

So, in this week’s newsletter, you’ll get a comprehensive list of things you must do if you want a closing team of top producers.

So, grab a notepad and a pen and get ready to make good notes…

Because this newsletter will be one of the most important things you read if you want to take your business to brand-new heights.

Why Your Sales Team Must Be Coachable

Before you hire any new closer, you must first find out if they’re coachable.

The way to do this is to roleplay with them and give them feedback.

If they take the feedback well and without ego, you know they’re coachable.

Next, you want to roleplay again to see if they can take the feedback onboard.

This will show they can implement feedback fast, which is exactly the type of person you need on your team.

Why Your Prospects Are More Important Than Your Product

The old way of sales is DEAD my friend.

Gone are the days of talking AT your prospect and selling the features and benefits.

In today’s market, your prospect is most important, and in fact, they always were, it’s just taken people this long to figure it out.

Every closer on your team must know your prospects inside out.

They must know their pains, problems, roadblocks, goals, fears, aspirations, etc.

Outside of that, they must have the product knowledge to know if you have a good solution to their problem.

You’d be surprised how many business owners don’t have a customer avatar document.

You should already have a detailed customer avatar to give new team members, especially in sales and marketing.

If you want to know how to create a customer avatar in 5 simple steps then click here >>

How To Set Them Up For Success

A lot of business owners don’t have a solid onboarding process.

They don’t set expectations well enough (more on this later)…

And they don’t give them the right materials to study.

So, here are 5 things that will help onboard your closers:

  1. Show them how to set sales appointments

    This should be done live either by you, your sales manager, or your top closer or appointment setter.
  2. Show them how to close deals live

    This should be done live either by you, your sales manager, or your top closer.
  3. Give them successful sales calls to listen to

    Find the best sales calls you can, and give them to your closers to listen to on repeat.
  4. Get them to roleplay amongst themselves daily

    If you have a physical office, you can create an objection game, so whenever your closers walk past each other they throw objections at each other and have to answer them on the spot.

    If you have a virtual office, then get them to set aside some time each morning for roleplay.
  5. Create an environment with tools that can train them when you can’t

    Recommend the best sales books… give them access to sales trainings you’ve invested in.

    Set up their environment in such a way that you’re not needed every time you want to train them.

    As the CEO you don’t have time to train your team every day, like I’m doing here >>

But you should train them periodically or find someone capable to do it.

What Expectations Should You Set Before They Start Work?

You’ll want to let them know their KPIs based on performance and behaviors.

Performance KPIs will obviously be the number of sales, but behavioral KPIs will be things like…

Clearing their pipeline every day… never being late for sales meetings… following up with prospects every 90 days or so, etc.

If they dip below their KPIs for two weeks or don’t meet your minimum expectations, they’ll need more training.

Hold them accountable to your expectations and their KPIs by firing them if they’re not met after a further two weeks.

Make sure you fire the bottom 25% of your closing team every quarter as well.

This keeps everyone on their toes and ensures you have the best producers on your team.

Why You Must Have a Leaderboard

You’ll want to set up two leaderboards either in your office or somewhere your team can see them daily in a virtual setting.

Have one leaderboard for sales results, and another for the daily tasks/behaviors I mentioned earlier.

Because it’s the behaviors that create results for them and your company at the end of the day.

Why You Must Create A Solid Compensation Plan

Your compensation plan must incentivize your closers.

We use a combination of a few different commission structures, depending on price point and profit margin.

Every new closer starts in my company as a setter, regardless of their experience.

They earn a percentage of sales for appointments they set.

After they’ve proven themselves by getting a predetermined number of sales, they then move to a closing position.

In this position, they get a base plus commissions, and we also work out a bonus structure that works similarly to the tiered commission structure.

Providing your closers with a base removes neediness and desperation.

The last thing I want in my team is a closer who is in survival mode because this causes most people to act on emotions and irrationally in a sales conversation.

How To Reward Your Top Closers

If you like, you can also reward your top closers with gifts.

The size of the gift isn’t as important as the fact that you’re giving them something for performing well.

It can be as small as a $20-$50 gift card.

Then, as you grow you can increase the size of the gifts.

In closing…

Training your closers, setting expectations, and rewarding them for good performance is key to building a successful closing team.

Until next time… go high ticket,

Dan Lok

P.S. – If you want to take your business to new heights this year, I invite you to attend the next S.M.A.R.T. Challenge™.

It’s our 3-day business immersive where you’ll get a sneak peek into my $100 million business playbook.

Get to surround yourself with hundreds of high-level coaches, consultants, and experts.

Get the proven strategies to SCALE, SYSTEMIZE, and SUSTAIN your business in ANY economic climate and much more.

Click here for the full scoop and to save your seat while you still can >>

We go live soon, so time is running out.

Happy Employees = High Profit?

We’ve all heard the phrases “the customer is always right” and “it all starts with your customer”

But is that really true?

My friend and CEO of 1-800-GOT-JUNK? Brian Scudamore disagrees.

He believes that no company grows sustainably without first taking care of its people.

When you take care of your people, they’ll take care of your customers, and your customers take care of your brand, reputation, revenue, and profits.

So, in this week’s newsletter, you’ll discover how to hire the right people and create a happy work environment, and a winning culture so your employees are taken care of.

This will in turn bring you higher profits and a much healthier business in more ways than one.

Before we get started, you may like to check out this snippet of an interview I did with Brian at the Dragon Summit™ last year…

Where he talks about the importance of finding the right person not just for your business but for you as well, and much more >>

Why Happy Employees Make All The Difference

The results are in, and studies show that happy employees mean lower employee turnover and higher revenues for the company they work for.

Here’s the thing, it’s a myth that more money is what makes an employee happy.

Sure, everyone wants more money, but if an employee’s job lacks responsibility and trust…

Or they feel like they’re being treated unfairly, or they feel like the things they say are overlooked or seen as unimportant, then this affects their job happiness.

How To Hire The Right People

Depending on the size of your business, hiring the wrong people can and will cost you hundreds of thousands or even millions of dollars over time.

Likewise, hiring the right people will save and make you millions of dollars.

My hiring strategies are quite unconventional.

Most people hire based on someone’s resume, whereas I’ve not read many resumes at all.

In fact, all my team members were hired based on their attitude, and we trained them on the job.

Many of them started in one position, but ended up in a completely different position, as I like to promote from within.

If you’d like some of my best tips and strategies for hiring the right people, then click here to watch this video >> 

How To Build a Winning Team

An average leader only takes the relationship with employees 1 or 2 layers deep.

As a result, the employees won’t stay loyal to them.

So, if you want to be the kind of person your employees will stay loyal to and do anything for, you must connect with them on the deepest level possible.

Now, depending on the size of your business this could be challenging, but still doable.

In this video, Gary Vee shares his method for getting to know and building a strong relationship with your employees >>

The method he shares is simple, yet effective, so set aside some time to implement this, and you’ll reap the rewards for years to come.

How To Create a Winning Culture

You may have heard the saying “no one man is more important than the mission”.

As the CEO of your company, you’ll have to make many tough decisions.

Some of which may be to fire people who don’t fit the culture even if they’re phenomenal at their job.

So how do you create a winning culture?

You first need to identify what your company’s core values are.

At Team Dan Lok, our core values are:

  1. Loyalty
  2. Harmony
  3. Extreme Ownership
  4. High Performance
  5. Constant Improvement

You’ll notice ‘Harmony’ is one of our core values, and that fits in with my previous statement of firing people who don’t fit, even if they exhibit ‘High Performance’.

So what would you like your company’s core values to be?

You could model some of ours and add a few of your own.

But you must first get clear on these, so you know if your employees are a culture fit or not.

How to Be a Better Manager

People ask me all the time, “Dan, how can I best manage my team?”

I used to be a micromanager, and what I realized is, not only does micromanaging waste everyone’s time…

But, I discovered people can’t be managed.

It’s much better for you to create a system for your employees, and your employees will manage themselves.

This makes your job as a leader much easier because your job is to coach and guide your team to success.

Not only are systems important for your employees, but they are essential if you want to scale.


Because you can’t scale if more of your time is being taken up every time you hit a new revenue level.

In this video, I discuss more reasons why you need systems to scale, and why you NEVER want to be the smartest person in your company >>

How to Become a Better Leader

Leadership is a learnable skill, and there are many ways you could become a better leader.

First, you must know what you need to work on…

And this could be challenging, but whenever a problem arises with an employee, think about how your leadership has played a part in that problem.

Then brainstorm ways this problem could have been avoided if different actions were taken.

But if you’d like to know the 10 skills every good leader should have, then click here >>

To summarize this newsletter, if you take care of your employees, they will take care of your customers/clients.

It’s really that simple, but there’s a lot that goes into it, as you’ve just seen.

Until next time, go high ticket,

Dan Lok

P.S. – As I mentioned earlier, systems are vital to your business.

As luck would have it, we’re running our next S.M.A.R.T. Challenge™ on April 19-21.

This is my 3-day business immersive where you’ll gain the secrets and strategies I and my clients use to SCALE, SYSTEMIZE, and SUSTAIN our businesses through any economic climate.

I’ve used these exact strategies to generate over $100 million in my coaching/consulting business, and now I’m handing them to you on a silver platter.

We only run the challenge a few times per year, so don’t miss your chance to borrow my high ticket business playbook and make 2023 your best year yet >>

Leverage Your Effort For Max Return..

Have you ever thought to yourself…

“If only I could duplicate myself, my business would run smoother and more profitably”?

If so, you’re not alone.

Trying to be everywhere in your business is a challenge every coach, consultant, or expert faces throughout their career.

And whether you’re at the stage where you can hire a Chief of Staff, or a Chief Operating Officer or not…

There are things you can do to effectively “duplicate” yourself in your business to leverage your time better.

How To Leverage Your Time If You’re a Solopreneur

If you’re the only person in your business, you’ll feel run off your feet at the best of times.

And if that’s you, then it’s absolutely VITAL you create systems and ways to streamline your operations.

I’m talking about templated emails, simple spreadsheets to record your sales and expenses each month, and other systems that make your business run smoother.

If you find you’re sending out the same emails often, create a template you can copy and paste so you only have to change minor details.

Sit down for a small amount of time each week to record any sales and expenses that came in in the last 7 days.

By the end of the month, your records will be top notch and it may only take 10-20 minutes.

Every time you notice “time vampires” sucking your time out of your day, that’s an area you could potentially systemize.

Be sure to document the process, so when you do hire an employee, they can pick up the task with minimal supervision in the beginning and ultimately zero supervision.

You can also find software online that saves you time, depending on the task.

An obvious example is social media post-scheduling.

How To Leverage Your Knowledge As an Expert

EVERY coach, consultant, or expert should leverage their knowledge online.

I’m talking about books and e-books, podcasts, online courses, lead magnets, webinars, etc.

You likely know this already, but what I’ve learned over the years is, we don’t always do what we know.

And to know and to not do, is to not know.

So, if there are any areas you could improve upon in your business when it comes to leveraging your knowledge…

Think of this newsletter as a kick in the butt to make it happen.

How To Ensure Your Material Reaches a Wider Audience

Speaking of leveraging your knowledge, this next strategy will work best for coaches and experts.

It has to do with creating certification programs that teach others your methods for getting clients amazing results.

You can effectively duplicate yourself with every new person you bring under your umbrella.

You sell the program and potentially get a cut of each client they coach, depending on how you set it up.

This allows you to spread your message faster, and also brings you multiple income streams in addition to your client work.

We have many certification programs in our business, most notably the High Ticket Coach™ Certification.

The potential here is limitless.

If you want to know how to create a high ticket program, then click here >>

How To Leverage Your Time With Group Coaching

I wrote an entire newsletter about group coaching and why I believe it’s the holy grail to not only scale your business but also leverage your time.

Look out for it in your inbox if you’d like to review it, the subject line was “Why group coaching eats 1-on-1 for breakfast…”

You can save so much time and make far more money with group coaching it’s not even funny.

Here are some of my best tips on running group coaching calls >>

How To Double The Size Of Your Business

I mentioned the job title Chief of Staff earlier in the newsletter.

A Chief of Staff is someone who thinks like you and can do things like attend meetings on your behalf, make key decisions, as well as carry out certain tasks you would normally do.

Hiring one is one of the quickest ways to duplicate yourself in your business, and has the potential to help you double the size of your company…

But like you, they can only do so much.

Eventually, your business will grow to the point you need another Chief of Staff because you can’t scale an employee.

At this stage, instead, what you want to do is hire a Chief Operating Officer.

A COO designs and implements systems and processes so a competent person can carry out key tasks overseen by the COO.

(Side note: I’m likely to do an entire newsletter on hiring key employees such as a COO in the future, so keep your eye out for that one.)

Of course, if you want to hire anyone in your company, you must stop micromanaging, if that is something you do.

I used to do this a lot, and I think it’s something almost every business owner does at first until they realize it’s stopping them from doing their job and their business from reaching its full potential.

How to Stop Micromanaging

The counter-intuitive thing about micromanaging is that it does the exact opposite of what we intend.

We think it will make things run smoother, and more effectively, and that tasks will be done to a higher standard…

But all it does is waste your and your employee’s time.

Not to mention it’s frustrating for all involved.

If micromanaging is something you do, then click here for 3 ways to stop >> 

So there you have it…

No matter the size of your business, there are always ways you can leverage your time, to save you trouble, and make your business more efficient and profitable.

Whether it be creating digital versions, your own systems, using software, passing on your expertise to others, or hiring key employees.

I hope you enjoyed this week’s edition of High Ticket Weekly, until next time…

Go High Ticket,

Dan Lok

P.S. – If you want to know how I weathered the storm of the last 3 years of what’s been the toughest period in economic history…

Click here for the full scoop, on how to SCALE, SYSTEMIZE, and SUSTAIN your business for years to come >>

So you can build a robust business that withstands the test of time.

When Should I Hire My First Sales Closer?

Today, you’ll discover when you should hire your first salesperson, how to hire the right salesperson, and common mistakes to avoid.

How To Know Who You Should Hire First

There are a lot of conflicting opinions out there, and it depends on the type of business you run…

But you could hire a marketer, copywriter, accountant, admin clerk, and the list goes on, but…

As you’re a coach, consultant, knowledge expert, or trainer, it’s my belief that you should hire a salesperson first.

We’ll call them closers for the rest of the newsletter.

So why should you hire a closer first?

I recorded a quick podcast episode for you, where I explain this in its entirety.

Click here to find out why and how a closer will help you generate more revenue and get your time back >>

So you know why you should hire a closer as your first employee, your next challenge is to find the RIGHT person.

The Difference Between a Closer and a Salesperson

Before we go further, you may wonder why I call them closers, not salespeople.

Quick question…

What words come to mind when you hear the word salesperson?

Slimy, sleazy, snake oil, pushy, manipulative?

It’s likely you’re thinking of these words or others similar.

A salesperson is a good talker who pushes you into the sale and knows little about you.

A closer is a good listener who guides you to the sale and knows your pains, struggles, goals, aspirations, and motivations for wanting to solve your problem.

The ONLY Type Of Employee You Want In Your Business

Now, before I share with you how to find great closers, click here to watch this quick video about the 3 kinds of employees >>

This video will teach you the exact type of employee you want in your business and the ones you should avoid like the plague.

Now you know which employees you should avoid, here’s how to find the best closers >>

I’m willing to bet when you get to finding and hiring your closer, you may be tempted to hire someone who can “sell anything to anyone”.

In reality, you shouldn’t hire that kind of salesperson.

It sounds counterintuitive, but it’s true.

What you want is a “true believer” in your product or service.

Does that sound much more advantageous?

Click here for a deeper dive into why a “true believer” is a huge asset to your business >> 

How To Cut Your Losses When Your Closer Doesn’t Perform

You want to set your closer up for success, by giving them every opportunity to improve.

You must also give them a clear path to close more sales for you, thereby increasing their income in the shortest time possible.

You’ll want to give them achievable targets but you’ll also want to keep them challenged every month.

You want to know in advance if things won’t work out with your closer BEFORE they reach the end of their trial period, and here’s how you do it >>  

The #1 Mistake Entrepreneurs Make When Hiring

Profit is the ONLY reason you hire employees.

Even in an admin role, that employee takes over tasks you do that keep you away from making money.

You’re always hiring to make more money in your business.

 So, if your closer doesn’t perform, you’ve got to replace them, but if you make THIS common mistake when hiring, it makes replacing them near impossible >>

How To Screen Potential Closers

Some people are great at interviews but when it comes to performing in their job, they fall flat.

That’s why they’re so good at interviews after all… because they attend so many.

Here’s a secret strategy for screening and testing your candidates without them knowing >> 

Your interview process is very important, so you’ll want to arm yourself with a great set of interview questions specifically for hiring closers.

You can get those here >> 

The Psychology Behind Hiring Staff

Finally, I wanted to give you something to think about.

Would you rather have a company of giants or dwarfs?

Smart CEOs know if they hire people less capable than themselves, they’ll end up with a company of dwarfs.

If you want a deeper dive into why I adopt the “Russian Doll” principle when it comes to hiring, which allows me to create a company of giants, click here >>

After consuming all this content, you should be in a great position to hire your first closer, and set both of you up for success.

To your success,

Dan Lok

P.S. – If you’ve been able to grow your business well but you’re wondering how to get to the next level…

Click here to watch my Advanced Expert Masterclass, where you’ll discover the strategies and secrets I and my clients use to have consistent six-figure months >>