I’ve discovered that leadership is a journey of discovery rather than a job in the ever-changing world of Managed Service Providers (MSPs). I recently got the opportunity to sit with Shawn and Dave to discuss what really sets high-performing teams apart from the others. I was reminded throughout our talk of the crucial components that have influenced my leadership style and contributed to my organization’s success.
The Secret Mantra: What Makes Winning Teams Successful?
I remember my early days as an entrepreneur quite clearly. Success, I felt, depended entirely on my ability to guide the ship. But as I’ve worked through the difficulties of managing a developing team, I’ve learned that great teams are developed by ownership, purpose, and trust.
This is the mantra that differentiates high performing teams from the ones who are not.
Hiring for Character Over Credentials
It seems like a spark ignites when I see people realize how their job relates to a greater purpose. It takes me back to a period when we had to meet an especially challenging project deadline. The group came together because they wanted to, not because they had to. That’s when I realized that today’s leadership is about motivating others to dedicate themselves to a common goal.
No amount of experience can guarantee someone’s success if they don’t share your ideals. “It’s not just about what someone knows today—it’s about their potential to grow into the role,” Dave rightly stated in the conversation. This realization has influenced my employment procedures, causing me to give work ethic, flexibility, and a desire to learn my top priority.
The Shift from Command-and-Control to Empowerment
I’ve seen a big change in leadership philosophies throughout the years. The top-down method is no longer effective. The most effective leaders I’ve encountered prioritize authenticity, flexibility, and empowerment. I frequently remind my team and myself that people follow those that inspire them to improve, not titles.
Shawn Walsh made the observation during our talk that “you can’t be successful growing if you continue to micromanage.” As I consider my development as a leader, this statement strikes a chord with me. I try to give my staff the freedom to own their job and produce results.
Embracing Humility as a Leadership Superpower
Being humble can alter everything, especially for business owners like me. I found it difficult to give up control early on in my journey. But as time went on, I realized that humility is the capacity to acknowledge that I don’t have to be the best at everything. The hardest thing for entrepreneurs to do, in my opinion, is to be self-aware of their strengths and weaknesses. They can effectively expand their businesses by leveraging their skills and outsourcing their shortcomings. This change in perspective has been essential to my development. In areas where I might fall short, I’ve learned to recognize and empower others, fostering an atmosphere that encourages cooperation and creativity.
Radical Accountability: The Catalyst for Team Success
I’ve found that high-performing teams hold one another accountable in addition to working together. I have personally witnessed team members stepping up to make sure everyone keeps their end of the bargain. It’s about creating a culture of mutual support and progress, not about assigning blame.
Teams that accept accountability perform better and communicate more effectively. Don’t make excuses; take responsibility for the result featured during the discussion. “A culture of accountability does not include placing blame on others”, Dave correctly pointed out. It entails ensuring that each person has a distinct position and is aware of how their accomplishments affect the overall scheme.
Making decisions based on data is crucial to this accountability. Operating a business solely based on intuition is akin to operating a vehicle without a map. I’ve discovered that keeping tabs on our figures and connecting data to individuals enables staff members to understand how their efforts directly affect our success.
Culture: The Heartbeat of Success
I can’t emphasize enough how important culture is to our company; it’s not simply a catchphrase. This very sentiment echoed in my conversation as well. Positive cultures based on openness, trust, and common ideals encourage loyalty and creativity, while toxic cultures push talented people away.
Along the way, I’ve discovered that what matters most is how our team feels when they come in every day, not ostentatious or flamboyant benefits. I used to depend a lot on a select group of “rockstar” personnel, but I quickly saw that this was a warning sign. While established organizations rely on processes, amateur businesses rely on individuals.
“The best people I’ve hired weren’t always the most experienced,” Shawn underscored. They were the ones who accepted responsibility for their success and had the proper attitude. Great teams are fueled by this mentality and cultural fit!
The Final Word: Scale Smarter, Lead with Purpose
As I think back on my experience, I see that to create a company that lasts, I need to prioritize selecting people based on their character rather than their qualifications, foster an environment of accountability, and develop scalable procedures that tie success to teamwork.
Because great leaders uplift, not simply manage.
This podcast was packed with practical advice for MSP executives and teams trying to turn obstacles into opportunities. What is the most important leadership lesson you’ve learned? I would love to know what you think!
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