Building A Successful Team
by Jim Rohn

Once you've set a goal for yourself as a leader—whether it is to create your own enterprise, energize your existing organization, or excel in some other field—your challenge is to find good people to help you accomplish that goal. Gathering a successful team of people is not only helpful, it's necessary.

So to guide you in this daunting task of picking the right people, I'm going to share with you a three-part checklist.

1. Check Your Prospect's Interest Level
   If they are interested, they are probably a good prospect. However sometimes people can fake their interest; after you've been a leader for a while, you will be a capable judge of whether somebody is merely pretending. Arrange a face-to-face conversation, and try to gauge his or her sincerity to the best of your ability. You won't hit the bull's-eye every time, but over time you can get pretty good at spotting what I call true interest.
2. Check Your Prospect's Responses
   A response tells you a lot about someone's willingness, character, and skills... Listen for responses like these: "You want me to be on every conference call?" "You want me to attend every event?" "I'll have to work two evenings a week and some Saturdays?" You can't ignore these clues! A person's responses are a good indication of his or her character, and of how hard he or she will work. Our attitudes reflect our inner selves...so even if we can fool others for a while, eventually, our true selves will emerge.
3. Check The Results
   How else can we effectively judge an individual's performance? Well, the name of the game is results! There are two types of results to look for...

The first is activity results. Specific results are a reflection of an individual's productivity. Sometimes we don't ask for this type of result right away, but it's pretty easy to check activity. Let me give you an example: If you work for a sales organization and you've asked your new consultant, Mary, to make ten calls in the first week, it's simple to check her results on Friday. You say, "Mary, how many calls did you make?" Mary says, "Well..." and starts telling a story, making excuses, etc. You respond, "Mary, I just need a number from one to ten..."

If her results that first week are not good, it is a definite sign. You might try another week, but if that lack of activity continues, you'll soon realize that Mary may not be capable of becoming a productive member of your team.

The second area you need to monitor is productivity. The ultimate test of a quality team is measurable progress in a reasonable amount of time. And here's one of the skills of leadership: be up front with your team as to what you expect them to produce. Don't let the surprises come on the last day of the month.

When you're following this three-part checklist, your instincts obviously play a major role. And your instincts will improve every time you go through the process. Remember, building a good team will be one of your most challenging tasks as a leader. And if you learn this skill well, it will reap you multiple rewards for a long time to come.

To Your Success,

Jim Rohn

P.S. If you're ready to increase your personal productivity and build a BIGGER Network Marketing team, then the Total Success Pack will teach you exactly what to do. Here's why >>>

© 2008 by Jim Rohn International. All Rights Reserved.

About the author: Jim Rohn (September 17, 1930 — December 5, 2009) was considered to be America's Foremost Business Philosopher, with a career that spanned over 40 years and touched the lives of over four million people worldwide. Internationally hailed as one of the most influential thinkers of our time, Rohn helped motivate an entire generation of personal development trainers as well as hundreds of executives from America's top corporations.

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