Building a Winning Team

When new leaders join an organization, they must assess the current team and identify gaps in roles and skillsets.?

So how can a new leader decide who stays on the existing team or when they should bring in someone new??

Recognizing Your Weaknesses?

Based on talks with leaders across the CPG industry, this dilemma is not a one-size-fits-all scenario. Every situation demands a nuanced approach.?

One key aspect is recognizing individual weaknesses. Seasoned leaders develop an acute awareness of their strengths and areas that could benefit from additional expertise.?

When a leader identifies a potential gap in the existing team, their functional go-to person can be instrumental. These individuals have worked with the leader in the past and can provide seamless collaboration, which plays a pivotal role in ensuring a smooth transition into a leader’s new role.?

What if that functional role is already filled with an existing team member? Balancing the need for new talent while maintaining the stability of the existing team is an art. It requires an understanding of the individual dynamics at play - not only functionally, but culturally.?

Will your go-to person work well within the new organization’s culture? Will a fresh new hire be a better fit? Will new hires add value to the existing team, or cause other high-performing team members to leave? Just because a new hire is great at their job, does not mean that they will fit well within the new team dynamic.?

A Delicate Balance?

The decision to bring in someone new or rely on existing talent is a delicate balance. While a new team member brings fresh perspectives and diversity of thought, the existing team is rooted in familiarity and an established working relationship. So, when does a leader decide between the two??

Leaders must have a clear vision of what needs to be achieved. Identifying the results they aim for and understanding the core fundamentals of the existing culture are imperative to success.?

Once a leader defines the results and cultural fundamentals, the evaluation process begins. Who fits the organization's vision, and where does the existing team stand in this evolving landscape??

Each addition or subtraction from the team, no matter how small, alters the organizational culture. It's a transformation that requires thoughtful evaluation and time.?

Staying Relevant Amidst Change?

Now, let's shift the spotlight to the existing team members. When a new leader steps in, whether from outside the organization or through internal promotions, anxiety often sets in.?

How does the existing team member stay relevant? My advice to individuals navigating change is simple – embrace it with a clear understanding of your goals.?

Create a scorecard that assesses your personal, professional, and financial goals. Be brutally honest about what matters to you and your family. Don't create goals to impress others; create goals that resonate with your core values.?

Instead of fixating only on external career moves, consider internal movements that align with your aspirations. Evaluate how you can contribute to the evolving entity and be transparent about your expectations. What do you need to stay and thrive, or what would prompt you to explore opportunities elsewhere??

Creating a Strong Team?

Leadership transitions can be tricky, and success lies in clear communication, a well-defined vision, and a commitment to aligning individual and organizational goals. Leaders must be open to change, adept at assessing their teams, and mindful of the impact on organizational culture.?

So, whether you're a seasoned leader navigating a new role or a team member adapting to a leadership change, remember this: the team dynamic is a collective effort. When leaders articulate a compelling vision and individuals align their aspirations, the result is a unified team eager to contribute to a shared future.?

The Protis Global Approach?

As Partner and SVP of Business Development at Protis Global, I believe in addressing hiring challenges with a forward-thinking strategy. Partnering with a retained search firm like Protis Global provides organizations with real-time compensation trend data, enabling informed decisions for external hires and fostering proactive engagement with internal talent.?

With over 25 years of experience, my team and I have successfully guided organizations ranging from startups to Fortune 500 companies hire top talent.?

Follow me or visit the Protis Global website for more insights on hiring trends.?