Young_Leaders_ml copyOne of the most important traits of a team is chemistry. When the Philadelphia Eagles added Terrell Owens to the club, most of us had great expectations for the team. I can only assume that the interview process was extensive and based on Terrell’s background and past experience, the Eagles decided to take a risk.

He was a risk because it was public knowledge that he had issues with the San Francisco Forty Niner’s, his former team. During Terrell’s tenure with the Eagles and Niner’s he attacked the leaders of both teams. Consequently, the Terrell Owens’ experiment for the Eagle’s developed into a locker room cancer.

As leaders we must do our homework and deeply probe candidates before we decide to bring on a new team member. We need to ask explorative questions that reveal the core of their character. If the candidate’s behaviors, beliefs and values are not in alignment with the team, they should not make the cut. Technical skills are great, but the character is paramount to the lasting success of any organization.

Key Points:

  • The payoffs are huge when you invest the time to build great team chemistry
  • Involving the team increases intuition exponentially and team members enjoy and appreciate being part of the pro
  • Involving the team  in the selection process, they are more incline to ensuring the new member is successful

What kind of chemistry are you creating?

“Bad chemistry leads to bad culture, bad culture leads to a bad company”       – Rod Sullivan