- How to build a powerful team.
Business is a team sport.
(upbeat music)
As your business grows, you'll notice
you cannot just do everything yourself.
You need to start having ...
Build a team of people around you.
And the problem with a lot of entrepreneurs,
they are control freaks.
They have, what I call ...
They are rocket individualists.
That they want to control everything
and they're afraid to let go.
So, how to build a powerful team around you?
Now, this is a topic I could spend probably,
100 videos talking about.
Leadership and management and human psychology.
But the basis of this is, when you want to build
a powerful team, the very first thing you need to have
is a vision.
Is a vision, a very clear vision of
what you want the business to look like
because your vision is your greatest asset
when it comes to leadership.
You cannot inspire anybody without a vision.
You think about, in history, when someone wants
to conquer a country, when someone ...
Like a movement or anything like that,
there's always a vision.
A very clear vision of, "Hey this is what we're gonna do,
that's what it's gonna look like when we win.
When we produce this outcome."
So, having that clear vision is extremely critical.
And that vision, you need to constantly,
almost every damn fucken day,
as a leader, to sell your team on the vision.
You then get them excited.
Because people go through ups and downs,
you cannot tell them the vision once.
No, you keep selling it and selling it.
And sometimes, as a leader, you are not even sure.
Deep down, "Well, can we actually do that?
I'm not so sure."
You better not fucken show it.
You better not share any doubt.
It's that unstoppable, unshakeable confidence.
"We're gonna do it, we're gonna make it happen.
Let's do it together as a team."
The vision is extremely powerful.
Once you have the vision.
Okay, this is what we're gonna do.
We're gonna dominate whatever industry.
We're gonna change certain sector.
Right?
We're gonna help whatever group of people.
Whatever that is.
Second thing you need is a mission.
So once you have vision, the big picture,
then it's your mission.
And your mission cannot be, "Oh, I want to build
this business so I can get rich."
I can tell you that does not inspire anybody.
You got to have a mission that inspires people
beyond than just your own self gains because
if you just focus on that ...
Imagine you're sitting with employee and you talk about
why you want to do this, why you want to build this company,
whatever you want to do and you just say,
"I want to make a lot of money."
Or, "I want to buy a new car."
That does not inspire anybody to perform well
because people want to belong to something
bigger than themselves.
People want to belong to a mission
that's bigger than themselves.
They want to know what they do matters.
They want to know that they're making a difference.
Of course, you could make a lot of profit.
There could be money involved.
No problem.
We're not talking non profit.
But the mission has to be beyond than just yourself.
It cannot be a selfish reason.
So once you have that mission or that mission statement.
Vision, mission ...
The third thing that you need is your culture.
And what made up your culture is your values.
What are your values?
As a company.
As a leader.
What do you stand for?
And usually there are four, five things that you stand for.
Then everything builds around that.
Everything builds around that.
And that's what forms your culture.
See, when you have this versus ...
That's why a lot of times, lifestyle entrepreneur
have a challenge, have a problem building a team
because lifestyle entrepreneur,
"Well, I just want to make enough money
so I can work from home.
I just want to make enough money
so I can work so many hours a week.
It's all about me, me, me, me, me.
When you have that kind of mentality,
it's very difficult to attract talent
because you're thinking too small.
People want to get involved with something that,
"You know what? We're gonna do this." Right?
When Bill Gates said, "You know what?
We're gonna put a personal computer in every household
in North America."
That's a big thing, right?
When Steve Jobs mission, all these things is a big thing.
Elon Musk, right?
We're gonna travel through space.
That's a big thing, right?
This something that people get inspired.
Say, "Wow, that's gonna take me 5, 10, 20 years
to make it happen."
But they love that because now, there's a purpose.
It's more a purpose driven organization.
So, vision, mission, your culture.
Those are the foundations of what takes
to build a great team.
Once you have that, now when you are interviewing somebody,
very simple, you ask them, "Well, this is what we stand for.
This is our vision, this is where we're going.
This is our mission and this is our culture.
Does that fit?"
When I sit down with someone, who potentially work for me.
I say, "If you're just looking to a 9 to 5 thing,
where you just doing the work and you get home
and you don't think about it.
You just want a paycheck.
My company is not the company for you."
There are plenty of other companies.
Because anyone who works for me, with me,
they know that it's very intense.
It's long hours.
It's hard work.
It's very high standard.
That we don't tolerate excuse.
We don't tolerate bad performance.
We just don't.
And people like that, they just don't last in the company.
So, we're very upfront with that and we let them know
what they're getting themselves into.
On the other hand, if they are willing to accept that
and that's what they want, they thrive under pressure.
And only certain types of people thrive under pressure.
They have high standards themselves, then I would say,
I want to get to know them.
This is my management secret.
I want to get to know their personal goals.
It's no good when you just say, "Okay, what's the salary?
How many hours of work?"
I don't want to hear that shit.
I want to hear, what's your personal goal?
What's your dream?
Every single every person I had to work with,
I want to know what motivates them.
"Yeah, you know, I want to buy a car."
What car?
Why you want to buy a car? Right?
Just like today we pick up a car for Desmond.
Desmond and I, we been talking about he wanted to buy
a new car for almost two years.
Actually many years.
We've been talking two years.
But he been wanting to do this,
buy a car for his dad for years.
That's his dream and I know that's his dream.
And today we made his dream come true.
When you can do that for your team,
when you can do that for your people,
that's how you get loyalty.
Because you make their dreams come true.
You tie your personal goals, you tie their personal goals
with your company goals.
Now you're aligned.
Versus a lot of companies, which I don't agree with,
they are trying to squeeze the people.
They are trying to ...
I'll pay you the minimum so you don't quit.
I try to pay you the minimum so you still work
but I treat you like shit.
That doesn't inspire anybody.
Versus, what are your personal goals?
How can I make your personal goals come true
with the way that we structure the company?
With our compensation, right?
If your goal, you know what?
If your goal is to be a millionaire,
well then maybe this position we cannot do that.
If you want to make that kind of income,
I need you to add this much value and be in this division.
Maybe you can get to that income goal that you want, right?
Maybe it's $100k, $200k, half a million, whatever that is.
And I always tell my team.
I'm not the one that dictates how much you get paid.
It's much more, how much value you add to the company.
You want to make this much?
You want to make $100,000 a year.
Very simple, I say, find a way to add value, 10x.
Find a way to add a million dollars worth of value
to the company, you'll make $100k.
It's very, very simple.
It's not up to me, it's up to you.
So then people will think about,
"Okay, how can I add more value?"
Then the culture becomes not versus,
this is ...
This is my area.
This is my department.
That department, I don't talk to them.
That's none of my business.
I don't have that within what I do, within my company.
Everybody helps each other.
It's very supportive.
We learn, we argue, sometimes we fight.
But you know what?
After that, next day no problem,
we get back to work, we just focus.
So, that's the culture of what I've created
because that's who I am.
What's what I'm about.
We don't take it personally.
We are growth oriented.
We focus on excellence, right?
You are who you attract.
So, look within yourself.
If you attract bad people, if they're not loyal,
if they don't perform well, if they are ...
They don't have high standards, look within yourself.
How do you perform?
How do you work?
What is your standard?
It's very much, leadership always starts from top to bottom.
Always top to bottom.
So that's a very basic overview of
how you build a powerful team.
Obviously, there are many, many techniques
or interview techniques, we going to go into the tactics,
but today I just want to give you a glimpse of the mindset.
The mindset of what it takes to build a powerful team.
And that's why there is so few good leaders out there.
Very, very few good leaders.
When you are a good leader, you attract amazing talent.
Talented people, they want to follow a good leader.
And there are so few of them out there.
So if you are a good leader, you'll see people can see that.
They recognize that.
People will fight, people will fight to work with you.
I have my team members, they move country,
they immigrate to be on my team.
You just think about the commitment of them.
They move from their country to where I live to work with me
because they know what we have.
If you can be a leader that's that inspirational,
that's that compelling, you will never ...
You will have no problems attracting talent at all
because you always have talents line up,
wanting to work with you and join your organization.
Does that make sense?
So there you go.
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How to manage your team or how to motivate your team,
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Until next time, I'll see you my family.