Growth Factorials

In building high-impact teams, I have found that the most exceptional people are not necessarily those with the perfect resume or years of experience in our industry. True high performers bring a commitment to learning, an openness to challenge, and a refusal to settle for the status quo. They see obstacles as opportunities, constantly apply themselves to grow, and approach problems with a creative, solution-oriented mindset. These people don’t need constant supervision; they need a clear vision that aligns with their values and inspires their work.

Why a Growth Mindset is Essential to a High-Impact Team

The top performers believe they can continually develop new skills and adapt to change. In the current fast-paced world, this mindset helps them stay at the frontiers of performance and skills. Here’s why you should prioritize a growth mindset when building a high-impact team:

• Adaptability: High performers see change as an opportunity rather than a disruption. In the constantly changing world, we need people who can pivot, learn quickly, and explore new approaches to difficult problems.
• Resilience: The best contributors don’t feel defeated by challenges. They are motivated by problem-solving and come up with creative solutions, even when things get tough.
• Intrinsic Motivation: Individuals with a growth mindset have an inner drive to grow and improve. They take initiative and continuously find new ways to contribute to team success.

Key Strategies for Hiring High-Impact, Growth-Focused Team Members

Identifying people with these qualities requires a thoughtful approach to hiring. Here are some methods I have found effective for spotting growth-focused candidates and validating their fit.

1. Ask About Learning and Adaptability: In interviews, look beyond technical skills to understand how candidates approach learning and change. Ask questions like: “Tell me about a time when you had to learn something new.” or “How do you typically handle problems you’ve never encountered before?” Candidates who share thoughtful examples of how they have learned or adapted demonstrate the kind of curiosity and resilience that supports a growth mindset.
2. Include Practical Problem-Solving Exercises: Give assignments that simulate real work challenges. Be less focused on the “right” answer and more interested in how candidates approach the problem. Look for signs of creativity, initiative, and adaptability—traits that indicate they will thrive when facing unfamiliar situations.
3. Look for Evidence of Continuous Improvement People who value growth often have a track record of it. Look for patterns of self-directed learning, such as courses, skill-building activities, personal projects or hobbies that reflect a commitment to mastery, or career changes that required adapting to new skills or responsibilities. These indicators show that a candidate is committed to learning and willing to apply themselves, qualities essential for a high-impact team member.
4. Use References to Validate Growth Traits While not the only tool, references are one of the most effective ways to confirm a candidate’s adaptability, resilience, and overall growth potential. You can approach references to validate these qualities:
   • Ask for Specific Examples: Ask references to share examples of how the candidate handled learning new skills, adapting to change, or tackling challenges. Specific instances of growth-oriented behaviour are a strong indicator of how the candidate will perform.
   • Inquire About Problem-Solving and Initiative: Hearing about how candidates responded to real-world challenges from former managers or colleagues will help you understand their approach and readiness to contribute.
   • Gauge Values and Team Fit: References can offer valuable insights into a candidate’s values and work style, which will help you assess whether they’ll align well with a high-impact, growth-focused culture.

When combined with the interview process, reference checks can provide a more complete picture of a candidate’s work ethic, adaptability, and problem-solving style.

Fostering a Culture that Supports High-Impact Performance

Once you have hired people with a growth mindset and a drive for continuous learning, it’s essential to create an environment where they can truly excel. Here’s how you can foster a high-impact culture:

1. Set a Clear, Inspiring Vision A compelling vision is at the core of every high-impact team. Make sure everyone understands the mission, goals, and the reasons behind them. When people feel connected to a shared purpose, they bring their best energy and ideas to the table.
2. Encourage Continuous Skill Development Learning has to be part of the daily culture. Encourage team members to pursue skills they are interested in. Valuing growth gives people the confidence to innovate and the drive to bring new insights to our work.
3. Recognize Problem-Solving and Resilience It is important to recognize the effort that goes into solving challenges, not just the end result. Celebrate problem-solving initiatives, acknowledging both successes and the lessons learned from experimentation. This reinforces that resilience, adaptability, and creative thinking are central to the team’s value system.
4. Promote Ownership and Trust High-impact team members thrive when they feel trusted. Set clear goals and give team members the freedom to determine how best to meet them. By fostering a sense of ownership, you can encourage confidence and responsibility, and empower the team to reach beyond expectations.

If you are trying to build a high-impact team, don’t focus on only hiring for a specific skill set or industry experience. Instead, you should focus on identifying those candidates who bring a growth mindset, resilience, and intrinsic motivation. These individuals are self-driven and self-managing. By focusing on curiosity, adaptability, and values alignment in hiring, and by validating these qualities through references, you can build a team that not only meets goals but constantly pushes boundaries, driving success and innovation forward.