7 Suggestions on How to Create a Dream Team that Supports You

Before we start building the dream team, understanding what we mean by dream is important.

We all have a dream.

We all have goals, aspirations and visions of what we want to achieve one day.

But as amazing as that is, it can also be very overwhelming. You’re not alone in your journey, we all experience this at some point; but sometimes it’s easy to lose sight of our journey through the fog of everyday life.

  • You are helping others succeed with their own dreams and goals – including mine!
  • You are a leader, a coach and a mentor.
  • You have the ability to help others reach their full potential – but in order to do that, you need support too!
  • You need a team that can help you reach your full potential.
  • You need to be surrounded by people who believe in you and want to see the best for you.
  • You need support, encouragement and accountability – without these things it’s hard to stay focused on what is most important.

We know that we can exceed our expectations and goals by working with a team. A dream team that excels in everything it does, it resolves tensions, understands the direction required and is well, just motivating to be involved in. Think Englands Women Football Team.

So – how can you start building this dream team around you. Supporting, nurturing, challenging and being curious – to help you deliver something increadible.

You and Your Teams’ Commitment to Each Other

Your dream team will always be there for you, as long as you are there for them. The more you are there for them, the more they will be there for you.

I am not saying that this is easy or simple to do but it has worked extremely well for me over the years and I want to share my experience with all of those who want to create a dream team that supports their business vision and mission in life.

Surround Yourself with Winners

When you’re building your team, don’t invite losers. They don’t help you win and they bring down your energy.

Instead, surround yourself with people who are winners! These are the people who will make it happen for you. They’ll be there for you when you need them, and they’ll cheer for you when things go well. They’ll help pull the weight in times of struggle so that everyone can enjoy success together.

When it comes to your pals or colleagues, there’s no time like the present to identify whether or not they’re winners in their lives—and if not, perhaps evaluate why this might be true. Part of being an effective leader is knowing where (and whom) to invest your time and energy; if someone on your team isn’t a winner yet but could someday become one—then by all means keep supporting them until they reach their potential! Just remember: Winners know how many battles have already been won while others still fight theirs; losers think only about those battles that haven’t yet begun; dreamers believe how much fun victory will be once achieved… but only winners get there first!

Give Them Positions of Respect

As a leader, you have the opportunity to give your team members positions of respect within the organization. These positions should acknowledge their contribution and reflect their value to the team.

  1. Give them a title that reflects their contribution or value to the team.
  2. Give them a place of honor at meetings or events when they represent you as part of your dream team.
  3. Give them a place of responsibility where they oversee those who report under them and provide valuable input into projects that affect the whole organization (such as budgeting).
  4. Give them a place of authority over some aspect so they are able to contribute in an impactful way while feeling like they’re making progress toward achieving their personal goals within your company’s larger goals as well as serving others by helping create something bigger than themselves. This also gives these people more opportunities for growth because it forces them out of their comfort zone into new situations where they might learn more about themselves and grow professionally through challenges outside their normal routine.”

Learn to Trust Them

Now that you’ve decided to completely trust your team, it’s time to get some advice on how to do so. Here is a list of things I have learned:

  • Trust is a two-way street. If you are going to trust them, they must earn that trust by trusting you too.
  • Trust requires risk; there is no reward without risk.
  • Trust is a privilege—one that not everyone gets in life! Be grateful for the opportunity and make sure they know it!
  • Trust isn’t something that just happens overnight; work at building relationships so that one day someone can say “I trust them with my life.” (Or something like this.)

But on the counter, Trust is easily broken. Once trust has been lost in the team – some admit that it can be irrecoverable. This is why models (such as Lencionis work) are so important to give the team an edge.

Assign Each Person a Role

The first step to building your dream team is defining the problem you want to solve. It sounds obvious, but before you start assigning roles and responsibilities to people, ask yourself: What’s my ideal outcome?

In this case, it’s not enough to say “I want a stronger body.” That’s way too vague! You need specific goals—and be ambitious about them! If you’re going to go above and beyond in order to achieve your goals (and I hope you do!), then they should be challenging enough that they feel like a stretch but still realistic enough that they can be accomplished in 3-6 months.

To give some examples of what could be considered “tangible fitness goals”: dropping 10 pounds; achieving six-pack abs or a smaller waistline; getting stronger arms by doing chin ups every day; losing 20 pounds by improving your diet and increasing activity levels (running/swimming/hiking), etc…

community strength

Integrate Their Strengths

If you want to create a dream team, you have to focus on the strengths of each member and not their weaknesses. Your time is better spent helping people learn how to maximize their resources than trying to change them into something they’re not.

If someone has a personality that’s too serious, don’t try and make them more lighthearted—invite others who are playful and bring that energy into your meetings. If someone is quiet in meetings, invite others who will speak up for them and help them find their voice. It is how you work with your dream team that will make all the difference. Overplay their strengths and your will struggle as much as underplaying.

And if someone has a weakness that could negatively impact the team—like being late or having poor presentation skills—keep an eye out for other members who can compensate for those weaknesses while still allowing each member of your team freedom and creativity in how they do their job as part of the whole group effort.

So, to understand how we can work with strengths and weaknesses – we need to also work on our Feedback Skill. This is a critical element as it is not only about giving feedback that is crucial. It is also about how we build an environment whereby Feedback is accepted in the developmental way that it is given

Give Them Autonomy

Autonomy is a key ingredient for success and happiness. When we have autonomy in our work, we can make decisions about the way our work is done without having to ask permission from someone else. Having autonomy allows us to do things differently than others or do things differently from what has been done before. Autonomy gives us a sense that we are doing something worthwhile and meaningful in our lives, which leads to increased motivation and effort.

Giving people autonomy also helps you build stronger relationships with them because they will feel valued by your trust in them as well as take ownership over their tasks/projects/etc., which makes them more likely to want to come back again as customers (or colleagues). If people feel like they’re making decisions on their own, they’ll be happier because they won’t feel micromanaged or controlled by someone else’s agenda; instead of being told what needs to happen next week at work, your team members will know exactly what they need to do today so that when Thursday rolls around there isn’t any confusion about whether this was important enough for me or not?

As a team thinks more alone, you can encourage the them to team dream. This is not as daft as it sounds. Allowing and encouraging reflection and expansive thinking will encourage even higher performance than the high performance that they are achieving now.

In the end, it’s important to remember that you’re not in this alone.

Every member of your team is there to help you achieve your goals and make them come true.

The more you can trust them with responsibility, the better they will perform as part of your dream team. And if one person isn’t working out? Don’t be afraid to cut ties and find someone new—it may take some time and effort, but it will be worth it in the long run!

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