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Book Summary – The ABC’s of Building a Business Team That Wins – Written by Blair Singer
This book is part of the Rich Dad Advisor family. Being able to build a successful team is a sought-after talent. Think of your favorite professional, college or Olympic sports team. I bet hardcore football fans can tell you which teams have won each Super Bowl. Can they tell you who came second, probably not because nobody cares? Building a great team is by far the hardest part of doing business. You are dealing with unique personalities, qualities and skills. So the question becomes, how do you do it? Blair answers this question in the book.
Why is this important to me?
I’m trying not to waste your time. You are either part of a losing team or a winning team. That’s it. If you’ve ever been part of a winning team, you can always remember the connection, the camaraderie, and the code. If you consider the most effective teams, they all operate under a strict code of honor. It’s essential to keep the team together. The best example of this is seen in the US Marine Corp. These guys have to run under a code or they die. It’s as simple as that. Semper Fi – “Always Faithful”. Blair’s book is concise and straight to the point. We’ll describe creating an honor code for your team.
Why an honor code? In the absence of rules, people make their own rules. The best way to avoid upsets, collisions, and disharmony in any group is to make sure everyone plays by the same rules. The code brings out the best in everyone who subscribes to it.
Mission-Team-Individual – This is the code order. When people agree, you have the foundation of a champion team. If you don’t believe in Mission-Team-Individual, just imagine if the individual or team was first. Bernie Madoff put the individual first and Enron put its management team first. Look what happened. If the Marine Corp put people first, we wouldn’t have our freedom today.
Selecting the right players for your team is crucial. The old adage that people are your greatest asset is NOT true. They must be the right people. I can tell you that my biggest business expenses and losses have ALL been related to hiring and recruiting the wrong people. I could have taken mini-retirements in my late twenties if I had learned that skill. I would bet to say that over the years I have spent over seven figures on the wrong people. That doesn’t include the heartaches, advice, and other bullshit that comes with having the wrong people on your team. I implore you to learn this skill as it will save you years of heartache. It’s cheaper to burn stacks of $100 bills than to have the wrong people on your team. LEARN THIS SKILL NOW!
Question – How to recruit good players in the team?
1. What type of energy do they have? The highest energy wins. If the person has low energy, don’t hire them.
2. Do they want to win? It’s essential because if they don’t, they won’t have it for the team.
3. Are they willing to let someone else win?
4. Are they personally liable?
5. Are they ready to submit to the code?
6. Do they have a unique talent or ability?
Don’t hire to fill space. It costs way too much. Blair discusses his results model and focusing on results means it’s too late. Focus on the channel that creates results and good things will happen. How do I create an honor code? This is covered in the book and I’ll describe sample code here:
1. Never give up on a teammate in need.
2. Be prepared to “call and be called” when the code is broken.
3. Celebrate wins.
4. Be on time.
5. Keep all agreements and clean up all broken agreements as soon as possible.
6. Deal directly.
7. Be responsible
8. Be resourceful
9. Never let personal matters get in the way of your mission.
10. Be loyal to the team.
11. Engage in personal development
12. Do not seek or ask for sympathy or recognition
13. Everyone must sell!
A critical part of championship teams is reporting code violations. This is the hardest part of the whole process. Think about it – you create the code, hire the right people and then what… If the team doesn’t apply the code, the whole process falls apart. Everyone should report code violations, even if it’s your boss who breaks the code.
I hope you have found this short summary useful. The key to any new idea is to incorporate it into your daily routine until it becomes a habit. Habits are formed in as little as 21 days. One thing you can take away from this book is the power of teams. It took me a ton of time, energy and money to know the true power of teams. You can invest 15 minutes a day on leadership and influence and it will pay you exponential dividends in the future.
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