The hottest Team development Substack posts right now

Look beyond technical abilities to traits like negotiator, empath, athlete, pessimist, motivator, and hustler to predict team success.
Recruit for the team, not just based on technical skills. Align personal core values with the company and team.
Focus on building and maintaining a positive relationship with your immediate boss and closest team members for overall satisfaction and success in your career.

High performing teams are not just a group of senior rockstars; diversity in levels, skills, and personalities leads to better outcomes.
High performing teams need to go through Tuckman's stages of Forming, Storming, Norming, and Performing to establish trust, norms, and identity before delivering quality work.
Leadership is about adapting to team needs - understanding team diversity and dynamics is key for team success.

Identify if you're a knowledge bottleneck or an expertise bottleneck in your team.
For knowledge bottlenecks, invest in documentation and redirect people there instead of answering repeated questions.
For expertise bottlenecks, pick a mentee, redirect questions to them, and support their learning to grow new experts.

Focus on identifying patterns in recurring problems so you can address the underlying issues, not just the symptoms. This can save time and resources in the long run.
Engage your team in analyzing and understanding events to develop better strategies. Involving everyone ensures a shared understanding and ownership of solutions.
Create processes and structures that promote proactive thinking and continuous improvement. This helps teams work more effectively and reduces the chaos of constantly putting out fires.

Diversity is vital for effective teams, using 'fit' as a hiring criteria can limit diverse perspectives and lead to an insular team.
The concept of 'fit' is vague and can lead to biases and arbitrary decisions, interviewers may struggle to define what 'fit' really means.
Seeking 'fit' can encourage dishonesty in candidates who try to match what they think the hiring process wants, leading to a lack of authenticity in hires and erosion of organizational integrity.

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