By Óscar Jiménez*
There is a lot of talk about the importance of having the best talent, building a great culture and forming high -performance teams, key elements for the success of companies that seek to generate impact and scaling exponentially. This is undoubtedly true although frequently misunderstood.
Installing a football in the office, offering pizzas or allowing beer consumption in the afternoon does not build a good culture. Companies that boast of having “competitive” salaries just for being in the market average will not attract extraordinary talent, but average. It is essential to begin by establishing the correct structure and maintaining congruence with what the company’s vision requires.
Many entrepreneurs and CEOS wonder: how did a great culture built? However, culture is not just an intention or a desire; It is the reflection of deeply entrenched principles and executed consistency.
Exponential companies are based on four fundamental pillars:
1. A GREAT PURPOSE Transformer (Massive Transformative Purpose – MTP): are “WHY“, Which goes far beyond generating income.
2. Have the best talent: not the one who “can be allowed”, but the one who really takes to achieve the vision.
3. Core Values Exponential: not only written, but lived and reflected in each decision.
4. Agility and Quick Decision: speed as a competitive advantage.
These pillars allow to develop a high performance culture, where the organization not only progresses quickly, but does so with direction and coherence, surpassing competition in an important way.
High impact talent is composed of exceptional people, what Steve Jobs called A-Players: outstanding individuals capable of designing strategies and executing them together with others A-Players. These people have growth mentality (growth mindset) and their focus on teamwork allow them to achieve ambitious and effectively ambitious objectives.
The best talent does not need micromanagement nor constant supervision; What it really requires is autonomy to lead your areas with confidence. When highly talented people work together in the same team, innovative ideas and strategies emerge that drive the company towards disruption, continuous improvement and exponential growth.
Reed HastingS, founder of Netflix, compares this approach to the elite sports teams: if you want to win the championship, it is essential to hire the best for each position and reward it properly.
When we talk about high performanceIt is not about working more, but about working better. When correctly chosen to talent and is totally aligned, high sustained performance is generated. In this environment, the teams reach the highest levels of productivity, innovation and efficiency, the resources are maximized and a culture is created that promotes a continuous cycle of exponential growth.
Finally, the culture that emerges in this context where only the best play, its success depends on an ecosystem that supports and supports those on the court. It is essential to change the mentality about talent management. As Steve Jobs said, “a A-Player Not only is it more valuable, but it can be more effective than 50 B-Players”It is not about filling positions, but about building extraordinary teams capable of transforming industries.
About the author:
*Oscar Jiménez Rodríguez was co -founder and CEO of Spigen, as well as Thepowermba in Latin America, Cohost of Scalable Podcast, Venture Partner of Lotux VC, co -founder of Evervolve and professor of MBA in Center and ISDI.
Twitter: https://twitter.com/OshcarJR
LinkedIn: https://www.linkedin.com/in/oscar-jr/
The opinions expressed are only the responsibility of their authors and are completely independent of the position and the editorial line of Forbes Mexico.
