This document discusses different types of team members and how leaders should manage them. It identifies "rock stars", who are top performers with a driven attitude; "team players", who are positive and committed but may need coaching; "brilliant jerks", who are talented but toxic to the team; and "weak links", whose poor performance could negatively impact the team. The document advises leaders to focus on rock stars, give team players chances to improve, quickly address issues with jerks, and ultimatumly improve weak links or remove them from the team. The goal is to build a high-functioning team with the right mix of skills, attitudes, and work ethic.

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How do I Build a Team?
How do I build a team?

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Team Members – Who are They?
Rock Star
Weak Link
Brilliant
Jerk
Team Player

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ROCK STAR
Onward and Upward
The Rock Star
How to Spot
 Go-to team member, Infectious attitude
 Amazing performance
 Expect more from themselves than you could ever expect from them
 Champions/Evangelizes your team, project, product and/or company
 Quietly (or not) & effectively makes business/everyone around them better
 Measuring stick for performance & attitude
Leadership Must Do’s:
 Load team with these winners
 Spend most of your time v. focusing attention on problem team members
 No micromanagement
 Make life for these team members easier. This means holding rest of team accountable
 Ask lots of questions. Listen.

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TEAM PLAYER
Good Culture Fit
May Be New
The Team Player
How to Spot
 Positive/infectious “can-do” attitude
 Love the company and team. Bleed red & black
 They do everything you ask of them
 Needs your leadership to continue to grow & evolve
 May have outgrown ability to perform at highest level, needs coaching to get back to Rock Star status
 “There has to be someone better for this role, but … I can’t get rid of them. Look at what they’ve
done!”
Leadership Must Do’s:
 Provide 2nd (and 3rd) chances. These team members are a culture fit!
 Have direct conversations with ‘team player’ re: how they can be successful
 Instill sense of urgency re: higher level of performance
 Provide peer mentor or other resource

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BRILLIANT JERK
Will Tolerate (For A While)
Limited Growth Potential
Hostage Situation?
The Brilliant Jerk
How to Spot
 May be driving a lot of things (like making $$)
 May be the best SC you have
 People on team/internal customers feel demoralized, abused or unheard
 May be holding your team or company hostage. “How can we win without (name)?”
 Can destroy your team -- Likely frequent turnover around this team member
Leadership Must Do’s:
 Manage this team member up or out … ASAP
 Have the tough conversation(s)
 Communicate how you feel & impact on the team
 Be clear about expectations
 If this does not work, don’t delay. Exit team member from the business
 Explain to team why their teammate was let go. Set go-forward expectations re: behaviors & values

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WEAK LINK
Up or Out
The Weak Link
How to Spot
 “What happened?”
 “How did they get a job here?” or “How do they keep their job?”
 Might be a well-loved teammate
 Might feel sorry for the employee
 Might be chasing away Rock Stars
Leadership Must Do’s:
 Manage this person up or out … ASAP
 Have the tough conversation(s)
 Communicate how you feel & the impact this employee is having on the team
 Be clear about expectations
 Instill sense of urgency re: higher level of performance. Provide time-bound opportunity to perform or else
 If this does not work, don’t delay. Exit this employee from the business