Team Alignment vs. Team Building: What Actually Drives Revenue Performance

You've hired great people individually, but your team still isn't performing at its potential. Sound familiar? Most companies focus on individual talent while completely missing the multiplier effect of understanding how team members naturally function together.

In Part 3 of our series with Frederic Lucas-Conwell, President of GRI (Growth Resources Institute), we dive into "The Team Performance Multiplier"—how behavioral dynamics can accelerate revenue growth through better collaboration and decision-making. Unlike generic team-building exercises, this approach focuses on understanding the specific behavioral requirements of different types of teams and how individual dynamics create group performance.

Frederic reveals why it takes just one person to derail team performance and shares insights from working with diverse teams—from Silicon Valley startups to government agencies, accounting departments to sales teams. We explore the critical difference between adapting people to jobs versus adapting jobs to people, and why most companies wait too long to address team dysfunction.

Susan shares real-world examples from her work with startup founders who each want to hire someone to handle "the stuff they don't like to do"—revealing how misaligned expectations create hiring disasters. This conversation moves beyond surface-level team building to practical strategies for creating team alignment, building trust, and leveraging each member's behavioral strengths for maximum revenue impact.

Key Points

1. Team-Specific Performance Models - Different team types (sales, accounting, startups, executive) require different behavioral dynamics and performance approaches
2. Individual vs. Group Dynamics - Analyze both personal behavioral patterns and how they interact within the team environment
3. Job-Person Fit Analysis - Determine whether to adapt the person to the job or restructure the role to match behavioral strengths
4. Energy Cost Assessment - Understand the energy required for behavioral adaptation and provide appropriate support systems
5. Alignment Before Team Building - Establish shared goals and expectations before implementing any team development initiatives