#1 Pit Crew
#1 Pit Crew
By Alisa Marie Beyer
If the answer is no, then it’s time for you to channel your inner pit boss and get down into the fray with your staff. For a Formula One™ driver and crew to succeed requires competitors to develop a world-class approach to team work (and safety); seamless collaboration between key partners; and an unwavering focus on delivery. And even if your team isn’t under pressure like a Formula 1 crew, the way Formula 1 approaches the work is a lesson for us all.
Here are three reasons why working like you are a pit crew benefits entrepreneurs and young businesses, and how this will help you build your own high-performance team.
#1. Teams don’t simply happen. Ask any coach of any sport, not just Formula 1, and they will tell you that teams don’t simply ‘happen’, and they are so much more than just a group of random people. Instead, teams only occur when everyone shares the same common goals, values, and behaviors, and then work together to achieve those outcomes, no matter how high the stakes, how stressful the deal, or how long the hours. If you want your team to experience the same seamless unity of a Formula 1 crew, you’ve got to do the groundwork before race day and actively spend time building your team, rather than merely assembling a staff.
#2. The fish stinks from the head. Just as every Formula 1 pit boss plays a pivotal role in the success of a driver, every business leader has a crucial part to play in building teams. Not only the basics of simply hiring a new recruit, but also ensuring the company has the right team in place overall, which means one crucial thing: smart(er) hiring. More often than not, when a team doesn’t reach its full potential, it’s due to the fact that leaders aren’t managing for the unique ways in which everyone approaches their job, work duties, or even team goal overall. But when business leaders understand these differences, your team is always driving towards common goals which in turn, ignites revenue and lets you maintain predictable outcomes, and profits.
#3. Match the person to the job, not the other way around. The old way of hiring was to post a position, find a candidate that ticks all the boxes, and then hire them for that position. But how much of that process takes into account the person’s values, behaviors, and drivers? These traits are what make good-on-paper candidates spectacular at some aspects of their job…and struggle with others. Understanding how to use these three keys will unleash the true potential inside of your team, turning them into a tightly-knit, high-performance group which works in unison towards one goal: achieving objectives.