Build an A Team

In “Build an A-Team”, Whitney Johnson shares how we can – and why we SHOULD – disrupt our careers, and how that concept of ‘personal disruption’ is an essential part of an organization that wants to stay competitive.

Continuous Learning and Challenge

Employees thrive on continuous learning and the excitement of new challenges.

To keep them motivated and engaged, it's crucial to design their roles not only around their current skills but also around the skills they will need in the future.

This approach helps to prevent boredom, which is the enemy of innovation.

The S-Curve of Learning

The S-curve model is central to understanding how learning and development happen within a team.

At the start, employees are inexperienced, but as they grow more familiar with their roles, their engagement and performance improve rapidly.

Eventually, they reach a point of mastery where the risk of boredom is high if new challenges are not introduced.

Team Composition

An ideal team composition includes a mix of employees at different stages of the learning curve: 15% at the low end, 70% in the middle, and 15% at the high end.

This balance ensures a blend of fresh perspectives, peak productivity, and experienced mentorship.

Embracing Disruption and Innovation

Disruption within a team is a catalyst for innovation. By introducing challenges and encouraging team members to take calculated risks, leaders can foster an environment ripe for creative solutions.

Failure as a Learning Tool

Learning from failure is not instinctive, but when managed correctly, it can be a powerful tool for personal and team growth.

Encouraging team members to view failure as a learning opportunity can help them progress up their learning curves.

Hiring and Development Strategies

When hiring, it's beneficial to look for candidates who are motivated and align with the company's purpose.

New hires should start at the lower end of the learning curve and be given support to build their skills and internal networks.

For seasoned experts, it's important to provide opportunities that leverage their mastery while preventing boredom.

Leadership and Mentorship

Effective leadership involves understanding the different stages of learning and providing the right support at each stage.

Leaders should help team members identify their strengths, embrace constraints, and consider stepping back or sideways to grow.

Career Path Clarity

Many employees feel uncertain about their career paths. By creating a clear trajectory for development and encouraging employees to leap to new roles and learn continuously, organizations can increase employee satisfaction and retention.

Organizational Growth and Market Success

Companies that focus on building A-teams and fostering a culture of learning and disruption can achieve significant growth.

Examples include WD40, which boasts high engagement scores and a substantial increase in market capitalization, demonstrating the financial benefits of investing in employee development.

Retaining Talent and Encouraging Curve Jumping

The ultimate goal is to retain talent by providing opportunities for employees to jump to new learning curves within the organization.

However, it's also important to recognize when there may not be a next curve for some employees and to value the experience of those who choose to work past traditional retirement milestones.

In Summary,

"Build an A Team" by Whitney Johnson provides a framework for leaders to develop high-performing teams by focusing on continuous learning, the S-curve model, and embracing disruption and innovation.

By understanding and applying these principles, leaders can create an environment that not only drives company success but also fosters employee growth and satisfaction.

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Joe Calasan