Honestly, Do You Believe You Can Design a Great Team?

The 4 Mental Thought Models Honestly, Do You Believe You Can Design a Great Team? That is the question every leader must ask themselves. This question is not just about your skills and abilities, but more about your mindset, your beliefs about yourself and how you see the world. Your true ability to design a great team is reflected in how you answer this question. The question “Honestly, Do You Believe You Can Design a Great Team?” will ultimately be decided by how you answer the following four sub-questions: Question #1. Do you desire to acquire the knowledge and skills necessary to improve yourself, to possess the competence to develop a great team? Growth Mindset vs. Fixed Mindset? Are you fixed on who you already are, or focused on who you can and will become? A growth mindset is the belief that our abilities can be continually developed through hard work and dedication sustained over time. People with a growth mindset see challenges as opportunities for growth and embrace failure as a learning experience. Designing a great team requires a growth mindset. You have to become greater to attract greater. There are no shortcuts. Question #2. Do you believe that there are enough good candidates out there to build a great team? • Mentality: Outward awareness of your environment. Scarcity Mentality vs. Abundant Mentality? A scarcity mentality focuses on the limited resources available and the need to hold onto what you have for fear of losing them. We see the world through a skewed or biased perspective. Our focus gets stuck on what we believe is not possible or attainable. It is impossible to embrace your staffing problem as unsolvable and at the same time focus on a viable solution. Our brains don’t work that way. When we don’t challenge our assumptions, they will never change. We get stuck in a pattern of helpless thinking. An abundance mentality is the belief that there is enough success, happiness, and prosperity to go around. People with an abundant mentality focus on abundance rather than scarcity and see opportunities everywhere. Your mentality will determine if you believe that there are enough good candidates out there to build a great team. It greatly affects your motivation to put the effort into recruiting. Question #3. Do you believe that developing a great team will happen only if you make it happen? External Locus of Control vs Internal Locus of Control? The ability to direct one's own life and make decisions is what we mean when we talk about people having “personal agency," or” locus of control”. It's the conviction that one can control one's own life and realize one’s own goals by their actions and choices. Another way to look at our locus of control is to view it through a responsibility lens. Am I fully responsible and able to speak on my own accord with personal agency, or at the mercy of external forces with little control over my future? Those with an external locus of control view themselves as passive recipients of events and ascribe success or failure to external factors. They may also feel dependent on others when they can't meet their own needs. Adults with an external locus of control think luck, fate, or others' actions control their outcomes. They see themselves as victims of circumstances, out of their control. When someone has an internal locus of control, they believe that they can change the results of their actions by using their skills, choices, and hard work. They get to choose their destination. They become obsessed with surrounding themselves with the best people to secure a successful outcome. They don’t quickly give up when things go wrong because they don't see themselves as victims. They are the designers of their own environment. Your locus of control will determine what you believe about the development of your team going forward. Whether you believe YOU are the determining factor, or not, either way, you are right. Question #4. Do you have a compelling internal purpose that personally drives you? Motivation is the driving force behind our actions and behaviors. It is the reason why we do what we do. However, motivation can come from two different sources: intrinsic and extrinsic. Intrinsic motivation comes from within, driven by internal factors such as personal values, interests, and convictions. It is your personal mission that drives you. Intrinsic motivation is powerful. It gives you the desire to engage in an activity for its own sake, rather than for external rewards or pressure. On the other hand, extrinsic motivation is driven by external factors, such as rewards and recognition also known as “sticks and carrots”, coined by author Daniel Pink. It is heavily influenced by your upbringing and the influence of other people as well as culture.