The Arithmetic of High-Functioning Teams

Since retiring from P&G, I've received a surprising number of requests asking for advice or learning based on my career (so far!). It's a humbling ask, since I'm convinced I learn more from people I have worked with than they have from me... and it's not even close. But I'll admit that my career change earlier this month has put me in a reflective state of mind. One of the areas where I've invested disproportionate time is in building teams--everything from strategies applied on a 1:1 basis to make my people or mentees happy, all the way through defining recruiting and people advancement strategies in larger organizations. I thought I would write my first LinkedIn article about the "arithmetic" rules I've used to create high-functioning teams big or small.

I know many of you are as passionate about this topic as I am--I'd love your builds, your examples, or your challenges--there are no ironclad rules when it comes to the art of building a team!

The problem to solve:

How to create a team where every single person feels that they are having the best assignment of their career to date? (I love a good challenge!)

My answer:

First, always ADD context.

When I've had success in my carer, it's almost always because I was curious (or let's be honest, confused) about the motivations of those around me. Success is more than doing good work--it's doing that work in a way that is useful to others, whether that be business leaders, your people, partners, or end users/consumers. Context can come from literally anywhere, but it usually starts with a "why" question--why did that person act in that surprising way? Why is this team so fixated on that specific goal? Digging for context sharpens your mind to causal clues all around you and can give you unique insights about what it will take to deliver something really useful and moving to them!

Then, SUBTRACT drama.

I don't mean politics--politics is not only unavoidable, it can at times be useful if you know where it's coming from and how to navigate it (see "context" above). What I'm talking about here is avoiding romanticizing the unhelpful emotions around our challenges. Complaining is easy--I should know, I do it more than I would like. But focusing our energies on USEFUL activities that help drive the outcomes we want... that's where the valuable action is. Always better to process (vent!) about the elements of a problem that frustrate you. But it's a superpower if you can process that, set it to the side, and focus on the bigger task at hand. For me, "presume positive intent" has long been the mindset I've tried to use and cultivate in others. It's amazing the emotional energy you can save if you can really lean in here!

MULTIPLY your impact with your team.

If you're lucky enough to have a team of folks you work with (or work for you!), you have an opportunity to deliver results that are many times bigger what you can do just by yourself. I've been surprised the number of times I've seen team members go under-utilized because a leader thinks they've "got the answer." We all need time to ourselves to reflect, plan, and recharge--and yes, that idea you've got might just be the one your organization needs! But in almost every case I can think of, assuming that you alone can deliver the needed outcome isn't just hubris--it can limit impact AND distance yourself from those around you. That's true even if your reasons are noble--"I don't want to bother my partners with this," or "it's OK, it will only take me an hour or two."

Do you know how the skills and passions of those around you can be used to amplify the outcomes you're driving? I usually set aside time monthly to reflect on if I'm partnering with those around me in the right, specific ways to maximize their contributions. Oh and one bonus thought here: if you think this may not apply to you because you don't have a team working for you, spare a moment to think about your broader network and those who would be thrilled to do you a favor and contribute their thinking to your work. Most of us have "teams" far bigger than we realize!

Finally... don't DIVIDE.

All of us have experienced leadership by division--putting some down to propel others up. This can happen in big moments, but it can also be far more insidious--I've worked with a few folks who didn't even realize they carried this habit, and when I shared with them what I saw (with examples), they were horrified! The dicey nature of this one is that others may be able to see it even before you do--and I will admit that it's tempting to "just this once" talk abuot how what I was doing was "fixing someone else's problem." It's even possible that I've missed out on some opportunities as a result. But being a leader who can proudly showcase when those around them do good work, and let that inspire your work to get better... that builds integrity that lasts longer than any short-term win.

I'd love your thoughts on what you've seen work in building organizations that can't wait to get out of bed and get to it every morning. As someone with a learner's profile, I know I'd benefit from your experiences!