The Ultimate Guide to Building Your Dream Team

The Ultimate Guide to Building Your Dream Team

 

As your practice grows, you need the right people around you.

Not just to share the increased workload, but also to share your vision.

Unfortunately, building a team can be a bit tricky, especially if you don’t have much experience managing employees in the past.

The learning curve is very steep unless you take time to learn the process.

It might require some trial and error before you can find people who are highly reliable and are willing to work harder for your company as much as you do.

This might require letting go of your need to control every detail.

However, the best way to ensure that you are building a dream team that can improve and empower your brand is by following some of our hot tips:

 

1. Listen to your instincts

 

First impressions certainly matter. Although you don’t want to put judgement on your prospects, you should be clear about the character of the person you want to be a part of your team, especially if you have to go through many applicants.

Depending on what you will choose to prioritise, the first impression may not necessarily mean appearance, as much as attitude.

Therefore, always listen to your instincts whenever you interview prospects.

Let your intuition give you that added edge when their resumes seem to be telling you that they are all equally qualified.

 

2. Focus on character

 

Remember that skills can be learned and nurtured, but not the character.

The truth is that honesty, integrity, and loyalty are much harder to gain, unlike talent or skill.

It’s certainly not that easy to decide if a particular candidate is suitable as it could take a long time before you can actually find the perfect fit.

Yet, you could save yourself from all the frustrations in the long run if you’ll choose an individual based on his or her character and qualifications.

 

 

3. What type of talents does your practice need?

 

You should be able to identify the talents that are crucial to your practice and vital to your clients.

In this part, try to look at the bigger picture and look beyond the obvious such as just treating patients or admin skills.

You should focus on determining what could make a difference, even if the talents are difficult to come by.

 

 

 

4. Look for the right people

 

The next step is to discover which team members in your business possess the talents and skills that you need.

Experience shows that it’s often surprising to find out that some people in your business are actually more valuable in a different position.

Take them to the next level and see them grow in their role even further.

Next, you need to outline the skills required for new hires in order for them to provide the talents that were specified in the first step and aren’t present in the business yet.

From here on, your process of hiring can become quite strategic.

 

 

5. Anticipate Changes and Growth

 

In this next step, the focus will be shifted to determining any of the members of your team who could be at risk of leaving the company for any particular reason.

This step includes identifying when and why employees might leave.

Leaders should then identify those staff who are craving career growth and are ready to take more responsibilities in the company over the next 12 to 24 months.

 

This step might prove to be a bit challenging.

 

 

6. Give priority to culture

 

Practices where everyone on the team understands your vision and have a higher sense of purpose tend to outperform those who don’t by as much as 400%.

They also have higher retention rates and an overall increase in productivity, less burnout and fewer sick leaves among employees.

It’s very important that you lay the cultural foundation right from the start.

 

 

7. Don’t be afraid to let go

 

It sucks to fire people, especially if you have a big heart.

But you should invest in emotional intelligence and learn compassionate communication.

When you realise that you have made a wrong decision in hiring a particular employee, then it’s time to let go of such team member.

Instead of getting dragged down by a non-performing team member, don’t be afraid to do what’s best for your business.

 

After all, you’re fully in charge of leading the team.

So, step up to the challenge and listen to those who have already been there, while also taking 100% ownership for any breakdowns.

You could easily thrive if you have the right team working behind you and many things will become even more possible for your company.

So how will you know if your team is ready to embrace these concepts?

You’ll only know the answer if you give it a try. We can assure you that you will enjoy the entire process and reap the benefits from it.

If you need some more tips on building your practice’s movement and developing a team of A players you should check out my mini training on how to do exactly that!

 

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