Building a team of star performers

Marianne Johnson, SVP, Equifax in her own words

Last month, The A List spoke with Equifax SVP Marianne Johnson on creating a culture of innovation. This month, we're getting her take on how to build a team of top performers. Here are some of the insights she shared...

How do you build a great team?

First, you need to get the right people on the bus. These individuals must have not only the right skills and aptitude, but also that "get it done" factor that is so hard to quantify in today's marketplace. For this reason, I always look at performance results that I can measure. Secondly, I try to seek out people who are willing to put their egos aside and hire someone who is smarter than them. This is a sign that someone is willing to empower their team.

So how do you find people with the "get it done" factor?

A candidate may have everything they need on a resume, except the "get it done" factor which can be hard to measure. Typically, there are five specific questions that I ask myself when considering a new candidate. These questions help me determine if a person has what it takes to be a top performer.

1. Do they have a bias for action? Are they action-focused and results-oriented?
2. Can they lead? Whether it's formally or informally, do they have what it takes to lead?
3. Can they follow? The ability to follow is key. You're not going to be the leader in every situation. In fact, you're almost always reporting to someone else. The ability to take direction and leverage the wisdom of someone else's industry experience is critical for success.   
4. Do they give credit where credit is due? Do they have a track record of celebrating others' successes? Are they likely to recognize the contributions of all team members and not just those within their own organization?
5. Can they see, internalize, and cast a greater vision? Can they see a strategic vision, embody it, and then communicate and cast it effectively so that others can follow it?

What clues do you look for to shed light on these questions?

To gauge a candidate's bias for action, you have to walk through their results and assess if their accomplishments belong to them or someone else. You can drill down to this level of detail by simply asking the right questions during an interview. Equipping yourself with specific reference points can also help validate assertions provided by the candidate.

As far as leading and following, you need some knowledge of initiatives and experiences from their background to understand how they view teammates and colleagues. Note how they talk about team members they worked with on initiatives and what they did to fuel innovation and collaboration. If you are interviewing an internal candidate, the results will speak for themselves as they already have a reputation within your organization.

What are the most important qualities for a team leader?

First and foremost, you have to realize that you are a business leader. Secondly, you must use technology as a lever to drive performance and success, especially in today's rapidly changing marketplace. That said, there are some key principles to keep in mind:

1. Develop an overall strategy that is aligned with your company's business needs and growth goals.
2. Never stop building relationships. This fosters a culture of one team with one vision - so everyone moves in the same direction to achieve targeted goals.
3. Develop and execute a balanced partnership strategy. Everybody has partners. However, finding the right partner is just the first step. To drive results, it is also critical that you identify the right approach and balance what is outsourced and leveraged with the partner. Adopting this strategy will enable you to optimize your resources and get the best out of both companies.
4. Communicate effectively to audiences at all levels of the organization. Once you cast your vision, assemble the right talent, processes and technology to set the right course. As you achieve key milestones on that course, celebrate your successes and continue to highlight your short and long-term goals.
5. Foster a culture of accountability. Ensure everyone understands their role and how they need to work together to get the job done effectively. Through collaboration and a constant focus on innovation, you will see better results and stronger performance at all levels. 

Finally, how do you keep your team learning and growing?

Smart, results-oriented people want to work on projects that are challenging and impactful. What's more, they are looking for "change agent" activities - game-changing initiatives. While these types of projects require constant learning, you gain a unique opportunity to enrich your knowledge base and forge new relationships with thought leaders. And when you embed your team in this process, you empower them to think critically and lead with insight and confidence.