Hiring a Staff is Not the Same as Hiring a Team

​In leadership, the difference between hiring a staff and building a team can make or break an organization. It’s easy to believe that assembling a group of talented individuals automatically results in a high-performing team, but that’s rarely the case. A true team is more than the sum of its parts—it’s a cohesive unit working towards a common goal with clarity and purpose.
 
The old adage says, “If you don’t know why it’s working when it’s working, you won’t know how to fix it when it’s broken.” This is especially true in building teams. Think of it like this: If someone gives you a million dollars, you might enjoy the benefits, but if you lose it, you’ll have no idea how to get it back. On the other hand, someone who has earned their first million knows the process, the sacrifices, and the strategies that led to that success—and they can do it again if needed.
 
So how do you build a team that works? Here are four key principles:
 
1. Select Performance-Oriented People and Position Them for Maximum Impact
When hiring, it’s tempting to focus on the ideal candidate who checks all the boxes. But in building a team, it’s more important to recruit doers over thinkers. It’s easier to educate a doer than to activate a thinker. As Jim Collins notes in Good to Great, “The right person in the wrong place feels like the wrong person.” It’s critical to ensure that your team members are not just in the right organization but also in the right role.
 
A useful question to ask during the hiring process is, "What have you done with your previous company?" This focuses on action, results, and initiative. Hiring through the organizational chart isn’t always the best strategy; instead, follow what I call the "Pharaoh Principle"—put your best people on the most critical projects. Remember Einstein’s (alleged) wisdom: “Everybody is a genius, but if you judge a fish by its ability to climb a tree, it will live its whole life believing it is stupid.” Hiring is not just about filling positions but about finding the right match for the role.
 
2. Clarify WHAT and WHY
A team that knows what they are doing and why they are doing it is unstoppable. The “what” provides direction, and the “why” provides inspiration. Teams thrive on winning, and knowing what success looks like is crucial. But when the goal line is constantly moving, frustration sets in. It’s vital to set clear, consistent goals.
 
As Pat MacMillan writes in The Performance Factor, "A clear, common, compelling task that is important to the individual team members is the single most significant factor in team success." Clarity around the what and why lays the groundwork for organizational change. People resist letting go of old habits or mindsets until you clearly articulate where you want them to go. It's like getting rid of the old coach you keep moving from house to house—until you clearly see why it's time to let go, it will continue to hold you back.
 
3. Organize to the What
Once you’ve clarified the “what,” the next challenge is to ensure your organization is aligned to it. Are you organized in a way that supports the team’s goals? Often, people feel they have to work around the organization, which becomes an obstacle rather than a support system. If your organizational structure gets in the way of the win, it’s time for a change.
 
4. Orchestrate and Evaluate Everything
Consistency is key in building a strong team. “This is how we do it here until further notice.” That’s why brands like Disney are so successful—they’ve eliminated discretion or choice at the operating level of the business. They have a playbook, and everyone knows what to expect. However, orchestration left alone can make a business stale, so continuous evaluation is necessary to refine your culture.
 
Creating a feedback loop is essential. It keeps you closely connected to and emotionally preoccupied with mission-critical events in your organization. Being in the field, understanding the key events that drive your mission, and constantly refining your approach are crucial for sustained success.
 
Hiring a team requires more than just filling positions; it requires a strategic approach that ensures everyone is aligned, motivated, and working towards a common goal. By focusing on performance-oriented people, clarifying your objectives, aligning your organization, and continuously orchestrating and evaluating, you’ll build a team that’s not only effective but also resilient in the face of challenges.