Tom Wood’s Post

Here’s how we grew from a small team of 8 to a strong team of 65. EOS Worldwide gave us the framework to ensure every decision was scalable. Processes weren’t just inside one person’s head. They were documented and shared across the organization, allowing us to grow without losing our footing. If you want to scale, you need more than just ambition. You need a framework that grows with you.

I’ve seen it over and over again—great teams don’t just happen. They’re built. Before any team can succeed, they need to learn how to work together. It’s not just about having the best people - it’s about having people who trust one another, communicate openly, and work toward a common goal. The truth is, that individual talent can only take you so far. Real success happens when your team knows how to collaborate and lift each other up. Take a moment today to ask yourself—are you building that kind of team?

Why should we listen to our team? Simply put, we’ve brought together individuals who excel in their fields and share a passion for our mission. Ignoring their insights is not just unwise; it’s a missed opportunity. Have we ever considered how many innovative ideas are left unspoken when team members feel undervalued? Each person on our team has unique experiences and perspectives that can enhance decision-making and drive success. The value of collaboration cannot be overstated. Leaving ideas, convictions, and what-ifs on the table stifles creativity and limits our collective potential. Imagine the potential breakthroughs waiting to be discovered when every voice is heard! Pic Courtsey-Google and respective owner.

The recipe for a great team is teaming up with people where 1+1=11. But what does this mean in practice? It means that the co-creation is much more than two, three, or four. To achieve this, it isn’t just about finding the right skills - it’s about finding the right people.💡 My advice is to start by: 1/ Surrounding yourself with good people. You may not know them very well, but you need to have confidence that their values align with what you are trying to achieve. The right person will support your vision and make the potential 'pie' even bigger. 2/ Make the whole greater than the sum of its parts. One plus one equals eleven. The best teams can amplify each other's strengths, feel comfortable speaking up, and generate more innovative ideas.    3/ There’s no "I" in team. Win together and lose together. Contributions that are recognised and rewarded fairly encourage teams towards long-term commitment. Our team members have been integral for many years now, and they continuously push the team forward. What are your tactics for building a great team?

To build a high-performing team, simply gathering talented individuals isn't enough. Cultivating strong team dynamics is key for success. That's why at Equal Experts, we give importance to psychological safety. In an environment where team members feel safe to take risks, voice their opinions, and be their authentic selves, true collaboration thrives. It encourages innovation, creativity, and ultimately leads to remarkable outcomes.

Almost halfway through the process of building/rebuilding a high-performing team. Time for the next step in building or rebuilding a team. Here's a quick refresher: Step 1: Never Assume Step 2: Begin to build trust Step 3: Discover the ONE thing Step 4: Evaluate and begin planning Step 5: Build the RIGHT team Step 6: Build It Together! People buy in and work harder when they believe they have skin in the game and some influence over results. Most people do not like blindly following orders. It’s in our nature to want control over our destiny. Have a vision in mind. Share that vision with your team – what you believe they can accomplish. You’ve built up some trust, now get their input and buy-in on your vision, so it becomes the team's vision. Work together to chart a path of how to get there. You lead the process. But you listen, ask questions, welcome their suggestions, and most importantly, include their suggestions and feedback in the team plan.

Building a rebuilding an effective (and functional) team takes time. You have to invest time in each team member. I've covered the first two steps: 1 - Never Assume 2 - Begin to build trust Step 3 is where trust really begins to take hold. Step 3 - Discover the ONE thing Get to know each person on your team on a more personal level. Learn what drives them, what’s important to them. I always think about the movie City Slickers. Every person has “one thing”. It’s that one thing that drives them. When things look bleak, this one thing is what keeps them moving. It’s the only thing that matters. It could be their family, their reputation among peers, recognition. It's different for everyone. Know what that “one thing” is for each of your team members. Let them know you understand and appreciate it. This is when the real trust sets in. Once you’ve established some level of trust, you can start to fix the team and bring them together.

Is the executive of color looked upon by team members to be the representative voice or do executive peers make an effort to talk to others, not just "the one"? Our esteemed panelist, Dorian Cunion, ACC, MBA 🌅, shared so much wisdom from his executive experience about how this pattern can create an energetic drain when it's present in executive teaming. Get curious about whether this pattern is present in your teams and if so, what's the shift that needs to be made? Talk about it as a team. #inclusiveteaming #leadership

Is your team relying on one voice to represent all? 🗣️ This approach can lead to less ideation and innovation. Learn why it's crucial to include diverse perspectives for a richer problem-solving process. 📞 Interested in fostering a more inclusive and dynamic team? Book a call with us at BambooTeaming.com.

Want a stronger team? Stop hiding behind your title! If you want to build real trust, it's time to drop the guard and be genuine with your team. Authenticity is the key to better collaboration. At your next meeting, try something different: have each person share a bit about themselves. Simple questions—like where they grew up, their favorite hobbies, or dream vacation—can go a long way. When your team connects on a personal level, they become more empathetic, confident in asking for help, and less likely to make snap judgments about each other. It’s about creating a culture where people feel comfortable and valued. Ready to see the difference trust can make? Give it a try and watch your team thrive! A strong team starts with real connections!