Have you been struggling with negative thoughts such as, Why am I always on the losing team? Are you frustrated with all the bad apples on your team, or feel that your team is full of B-players? If you haven’t already noticed, business is all about people.
Successful business leaders know that business is simple, but people are complicated. They know that if you don’t have the right people on your team, chances are your business will not go very far.
If your question is, Why am I always on the losing team? Then that’s your first problem. A good business leader always asks powerful questions. And the question, Why am I always on the losing team is not the right question. It’s not that it’s necessarily a bad question, but it’s a question I would categorize as a victim question. What does that mean?
It means you’re giving yourself permission to blame anyone and anything for your problems. Successful business leaders ask powerful questions that activate their self-awareness and forces them to think: What is the problem? Where is it coming from? Why does it keep happening? What do I need to do to stop it from happening?
So if you think deeply about your problem, Why am I always on the losing team? you’ll see that it all goes back to the core concept of dealing with people. And if you aspire to reach any sort of success, you will need people. Because achieving success in business is not an individual effort. It is a team effort.
Do you want to know the real reason why you’re always on the losing team, why you can never sustain a certain level of success, or why your business never seems to grow?
Then you need to take a step back and see what problems you might be experiencing in your business. After you’ve identified the problem then you can move onto finding solutions.
Are You Making These 3 Mistakes That Are Destroying Your Team?
When it comes to growing your business, there is nothing more important than your team. The best team wins in business, and the losing team can never seem to catch up. It’s about the best technique, the best technology, or the best product. Because those are all things you can create and manufacture again and again. But remember people are different. The best people are what will set you apart.
Over the years, that’s one thing I’ve learned. I’ve met many people with great talents. And I’ve seen great leaders with great ideas. But they all had a lousy team.
In business, I would prefer to have an average idea and a great team any day of the week than to have a great idea and an average team. Why? Because chances are an average team will not be able to execute an idea the way you want them to.
So let’s take a deeper look at why you’re always on a losing team. Here are three mistakes that might be hurting your team’s performance.
1. You Don’t Have a Culture to Hold Your Team Together
One of the main reasons why you find yourself stuck with a losing team is because you lack team culture. In my own experience as I saw my organization grow, I began to realize how important it was to have the right culture.
You see, with the right people and the right culture, everything works beautifully. It’s very much like putting a puzzle together. When you have all the right pieces and they’re not mangled or missing, the puzzle comes together very easily and forms a nice, beautiful picture.
Now, you might be thinking, “Well, what do you mean by culture? It sounds so intangible. It sounds so distant almost like something I can’t use.” It’s not as complicated as you might think. Let’s first define what culture is.
What Exactly is Culture and Why is it Important?
It doesn’t matter if you’re growing a team or if you’re growing a company made up of many teams. It’s important to understand that you’re no longer standing at the center of the stage. Unless you’re working alone, your business is no longer just about you. You are not the main character of the business anymore. Because now you are relying on your team and the talents you’ve brought into your team.
Think about it from this perspective. When it comes to working with more people, your culture is like the glue that holds everyone and everything together. The glue keeps your team intact and allows everyone to work in unison.
When it comes to culture, it is how your team and the people on your team operate without you being there. You’ll see that the fundamentals of culture are defined by these elements:
- How people work
- How they operate
- How they think
- How they view your vision and values
- And most importantly, your leadership
Now there are two ways you can look at it…
Small Scale Culture Versus Large Scale Culture
This means when you’re just starting out in your business. And you’re gradually growing it to a point where you need to work with other people. Chances are you’ll have what most business owners have. And that is a small scale culture governed by rules and regulations.
If you fast forward to a point where you’re responsible for running a big organization. Then the people on your team will operate based on a large scale culture governed by a mission. And a mission is ultimately made up of a vision and a set of values. If you think about it, running a large company by rules and regulations and using micromanaging tactics just won’t work well.
It might work for a short period of time but if we’re talking about longevity, then that strategy doesn’t last. Because what I’ve noticed is that leaders who run their business this way will easily become exhausted, frustrated, and stop their team from doing their work effectively.
Now, if you think about culture like glue. When you don’t continue to glue your team together or in this case, stick to your culture, over time. Would you agree the glue’s existing bonds will become weak and loose and eventually lose its effectiveness? Yes, exactly.
It’ll be much harder to hold your team together. You’ll have broken links, giving you the perfect recipe for a destructive, ineffective, losing team. Without the right people and without the right culture, nothing works.
You’ll always run into problems. You’ll always find sparks of drama and gossip. And you’ll be left wondering why you’re always stuck in the middle of suffocating office politics. Most leaders do not enjoy dealing with these issues in their team. Because drama costs bandwidth and money. And no leader wants that.
2. You Hire Based On a Paper Resume Instead of a Video Resume
If you ask anyone in my organization about how they came onto my team, you’ll find that every single one of them became a member without a resume. That’s right. You heard me correctly. No resumes. Well to be exact, no “paper” resumes. First of all, they drain a lot of your time and energy. And second, they don’t give you any insight as to who the person really is.
But that’s not all. When I’m hiring new talents, I don’t focus on their background, their accent, or where they’re from. I care about if they have the right culture if they believe in what we do if they’re coachable, and if they’re willing to do whatever it takes.
You see, the way I run my company is very different from other companies and organizations out there. Simply because I never hire based on a paper resume. I hire people by asking them to submit a “video” resume and sell themselves on why they think they’re a good fit for my organization.
Have you heard the saying, “A picture is worth a thousand words?” Well if a picture is worth that much, how much do you think a video is worth? How much more information will you be able to extract about a person through a video?
You might be thinking, “Well, what about in-person interviews? Isn’t that also considered hiring in person?”
You’re right it is. But there is one big problem. It’s a two-step process. Before an in-person interview, most people are required to submit a resume. The philosophy behind this method filters out people who qualify but I find this extra step along with a resume to be very time consuming and still doesn’t give you a wholesome view of a person or their character.
Why Most Losing Teams Hire For Attitude, And Why Winning Teams Hire For Culture
Sometimes you’ll hear the common saying, “Hire for attitudes and train for skills.” But what I’ve found is that sometimes people will have the right attitude but they don’t have the right culture. I believe it’s far more effective to hire for culture and train for skills.
Because you can always train for skills later. But you have to first be very clear about the culture of your organization. And you need to establish the expectation upfront with any potential hire. You can think of this as your first line of defense to filter out those who are unfit. Your goal is to let them know these things:
- What your culture is
- How it works
- How you operate
You want to look for people who believe in what you do. Let me give you an example. My team and I make sure we tell all potential hires who want to join my organization that if they’re looking for a paycheck or a job then this it’s not the place for them.
The way we operate is very fast. It’s not like a typical organization where you clock in and clock out. Very often my team members will work late at night. And it’s not because I force them to but because they are already driven to do the work. They understand the culture of the company and they know what’s expected of them.
There are times when they work on the weekends or they have to do last-minute work that comes up without prior notice. Some people can’t handle that and it’s completely okay. It doesn’t mean that they’re not skilled or that they’re not good at what they do. It just means they’re not a good fit with the culture I have established at my company.
How Do You Know if a Potential Hire is Actually Skilled?
You can test a potential hire by giving them a “lame horse.” Picture a jockey and a horse getting ready for a race. If they say they’re “skilled” then you want to watch how they behave when they’re given a problem. Similarly, if a jockey is supposedly good then give him a lame horse to see if he performs as he usually does.
This is exactly what I did when one of my current directors wanted to join my team. He wanted to help me grow my Instagram account. And I said, “Ok, sure. Show me what you can do.” At first, he asked me if he could have new Instagram photos and other stuff but I said, “No. Just take what I already have and see what you can do.” That’s it.
You see, I gave him very little resources to get started. I essentially gave him a lame horse. And soon after accepting my challenge, he was able to help me increase my Instagram following and generate more revenue for my company. So then I told him, “Okay. This is pretty good work.”
Because he was able to prove to me that he could make it work with very little resources. I decided to give him more resources, more tools, and more capital this time around. And using those extra resources he was able to skyrocket my Instagram account to 1 million followers and bring in even more revenue for the company.
This is how I know whether a person is a good fit for my company. I give them a lame horse and observe how they perform. Because a good jockey will always find a way to make things work even if he’s given a lame horse. You see, it’s never a lack of resources. It’s always a lack of resourcefulness.
3. You Let Rotten Apples Eat Away Your Losing Team
If you take a look at your current team, can you quickly identify at least one person who you know deep down is just not fit to be on your team?
Let’s say this person is also lazy and doesn’t have the right attitude to be on your fairly productive team. Have you ever thought to yourself that this person will get inspired by other members of your team? Or that this person will be influenced by the positive attitude and mindset of those members that he rises up to their level?
If you have, did it work? If you’re being honest, then chances are it didn’t work. From what I’ve seen in my experience, the opposite effect happens.
A single toxic person destroys the entire team. This person in a sense is eating away the culture of your team – the culture or the glue that is holding everyone together. They are what I call “bad apples.”
They are the ones that cause drama. They’re always very negative and resort to a victim mindset when something doesn’t go their way. And from what I’ve seen, they are the ones that gave up on life.
The destructive power of one bad apple spreads to make more bad apples. It cannot become a good and healthy apple. It’s already rotten. And the only thing they do best at that point is spread.
This is exactly the reason why I have a “zero tolerance for bad apples policy” in my organization. Because I do not want these people to destroy the culture my team and company are built upon. Like I said before, it’s the glue that holds everyone together. So if the bonds become loose, then we won’t have a strong foundation.
How Do You Transform a Losing Team Into a Winning Team?
The key here is to change the way you hire and have a culture in place to see who is most fit to join your team. Because in business, there are many things that can change and those changes can come fast. If you have a low-performance team full of bad apples, do you think you can navigate around those changes and problems easily? Probably not.
You may have experienced these changes yourself in your business. Sometimes your product might change. The marketplace might change. Your service might change. Or technology might change. But would you agree that if your team was resourceful then they could pivot and adapt to those changes? Yes, they would.
They will find a way to make it happen. Notice how I said they will make it happen. What does that mean? It means they won’t play the victim game by blaming, justifying, and complaining about why problems keep popping up or why something doesn’t work. You see, a strong, resourceful, A-list team if far more superior and always wins in business.
So if you have a great team made up of great jockeys, you can take an average idea and you will be able to make it work. You can tweak the idea and pivot when you need to. You’ll see it improve and upgrade it to another level. The point is, with a great team, you can make anything happen. And who doesn’t want that in their business?
How Do You Close and Attract More Winners Than Losers?
If you haven’t already noticed, being in business requires you to learn and acquire a lot of skills. And one of the many important skills you need to learn is how to deal with people.
So how do you attract more high performers to join your team? Think about how you handle sales calls and big business deals. What skill did you use to make those sales and close those deals?
If you’re thinking what I’m thinking, you used your closing skills. Every time you’re closing you are closing a person on the other side of the phone line or a person sitting across a table.
The same idea applies when you want to close more high performers for your team. You need to learn how to close. Keep in mind not all closing skills are created equally. In fact, if you’re closing with traditional, outdated, old school methods, then that may be the reason why you’re attracting the wrong talent for your team.
If you want to succeed in business, you need a strong team and you need to know how to close with new sales methods that are working right now.
So if you want to master the art of closing to close more winners, build your all-star winning team and close more business deals easier, faster and with less resistance, then click here to get your hands on my Perfect Closing Script now.