How to form a fantasy team and create your ideal culture

Whether it’s a quarterback, product manager, defensive end, or developer, whoever hires typically wants the best talent available. But what if the best person for a position isn’t the best person for the team?

In the NFL, where personalities can be larger than life, many talented players are considered the worst teammates of all time. Some players were on winning teams, but even if they weren’t, teammates might have liked them.

You might be tempted to gather the best players in each position and hope they all get along and win. They can push each other to improve and prosper. Another way is to bring in people who work so well together as a team that the whole is greater than the sum of its parts.

Before you make a decision, you should decide what type of team, or “culture,” you want to build. In football, you might want to spend your resources building the best offense on the West Coast around a standout player like Tom Brady. However, if a run-heavy smashmouth thinks his offense is the best, Tom Brady is likely to be frustrating and not the best for the team.

Some teams choose to be known for their killer defenses that shut other teams down, so adding JJ Watt is great. He doesn’t fit the team.

Different players have different playstyles, and some teams are better suited than others. The same is true in the office.

Related: Tom Brady helps you understand the importance of employee loyalty

Know which side of the ball you are on

No football team steps onto the field without deciding what type of team and which players need to be successful. The same applies to business. You can’t just collect randomly scattered employees and expect to end up with a winning team.

As a leader, you should establish the culture you want to achieve and look for employees who might fit into it. Are you looking to build a team of individual superstars laser-focused on your race to the top, or are you talking about a collaborative team of his players who can’t wait to have a beer at the end of the day? ?

Neither approach is inherently better than the other. But each has its own set of values ​​that manifests itself in the workplace. An office that emphasizes individual contributions is a very different place from one that prioritizes relationships with colleagues. Once you’ve established the company culture you want to nurture, it’s much easier to keep all your employees on the same page and move you seamlessly toward your goals.

There is no single “correct” culture

Establishing a workplace culture is not a one-size-fits-all approach. Google’s culture may not work for brand new startups. Also, someone who dreams of becoming the next Elon Musk may not succeed in a small, family-oriented company. We have to find the best culture for our company and our people.

Workplace unhappiness often stems from a cultural mismatch. You will never defend Tom Brady because it wastes his skills and makes you miserable. In the same way, working in a brutal, winner-takes-all company, but emphasizing teamwork and work-life balance, will make you unhappy and keep you from performing at your best. To be successful at work, we must find a work culture that values ​​and supports our unique offerings.

Related: What Football Can Teach You About Startup Sales Strategies

Forming a fantasy team

Establishing the best culture for your company begins during the hiring process. If you want long-term success, you can’t hire people just to fill seats. Not everyone you hire can be hired well, but if you hire with a culture that is at the forefront, your success rate is much higher. The same is true, to a lesser extent, of job seekers. Regardless of your cultural fit, you may have to prioritize finding a job to pay the bills. But if you want your career to flourish in the long term, you need to look for a job that fits your needs and assess your skill set.

So how do you build this workplace fantasy team? Whether you’re looking for a new team member or an employee looking for a new job, asking the right questions during the hiring process is key to finding a cultural fit. increase.

At my company, we conduct initial interviews to ensure that potential hires fit into our established culture. At this first meeting, always ask how they have dealt with difficult situations in the past. This question will help you find growth-minded employees who are not afraid to fail, are comfortable asking for help when they need it, and are team players under stress.

but this is my Another interviewer may ask very different questions. I want to hire people with a growth mindset and a positive attitude because I know they can train regardless of their starting point. However, if you’re running a fast-paced startup, you might be tempted to hire someone you know can get started quickly.

As a potential employee, you should ask your interviewer about the work culture and do some online research beforehand. If career advancement and rapid promotion are your priorities, ask about growth opportunities and the typical promotion schedule.

Finally, if you hire someone who doesn’t fit the company culture, it’s up to management to either fire the employee or help them get in line with their manager. Also, if you are an employee, don’t be afraid to leave a company that isn’t right for you, if you have the means.

Related: Running a business is a lot like playing soccer

find a team

When looking for your next job or employee, you must have a purpose. Beyond the ABCs listed in job requirements, consider the following: What are you trying to achieve and what kind of people do you want to work with? Some want to win the Super Bowl every year and be inducted into the Hall of Fame, while others simply want a stable career and a reputation for kindness.

We can’t all win the Super Bowl or fire quarterbacks and become Tom Brady or JJ Watt, but can Find a team that can thrive with our unique talents and talents.