My thoughts on achieving goals through building a successful team?

Goals are always ambitious.

Is your goal an unreasonable goal/something visionary/something that is ground breaking/or something which challenges the status-quo?

As such, if you have great managers who are good process people, the output will pivot to making great idea to a good one and execute at lower risk. Which is ok!

But what if the goal is an unreasonable one?    

Outside the obvious of understanding the goal and breaking it down to the skill-sets and experiences necessary, I felt I spent more time on the below: 

First hires are important.

-      To evolve a plan, you need people who believe in you (founder quality people) and by virtue, they become people magnet to attract more talent.

-      You need people who are so full of ideas that they are always triaging down to the thing they do.

-      You also need reasonable people who can optimise the bigger ideas.

-      You don’t need to hire the best people but a diverse set of people who challenge and improve each other’s skillset.  

Start-Up Attitude.

-      Embed a culture of experimentation and don’t play by the industry rules when decision making.

-      In traditional organisation structure, senior people become toll-gates rather than participants in the problem-solving exercise.

-      Team dynamics should not be driven by a sense of loyalty as, most of the times, a leader will hear what they want to hear rather than challenge the status quo.

-      You need doers and not pontificators (someone who express opinions in a pompous and dogmatic way)

Falling down the trap of “great ideas suffering from poor execution”, should be measured through the rules of engagement. 

At the very least, you are trying to maximize your chances of success and you're minimizing the risks you are taking, by building the right team with the right culture.

The above were some principles I have learnt so far to accelerate.