Building Operating Teams
Building High-Performing Operating Teams: TheFoundation for Growth
Success in business is rarely the result of one persons efforts. As companiesgrow and evolve, the ability to build and lead high-performing operating teamsbecomes essential. These teams form the backbone of an organizations futuresuccess, enabling owners to transition from hands-on operators to strategicleaders. However, assembling the right team is no small feat—it requires clarity,intentionality, and a relentless focus on the characteristics and structures thatfoster excellence
High-performing operating teams dont emerge by accident. They are the productof strategic planning and thoughtful execution, built on a foundation of clearexpectations, cultural alignment, and shared values. Lets explore what it takes toattract, screen, and retain operators who can transform a business from good toexceptional.
Start with Clarity: Define the Role and the “Why”
Before you can recruit an operating team, you need to define precisely who you are looking for. This starts with your investment thesis and your operating model. What is your vision for the company? What governance structure and support systems will set your operators up for success? Whether you’re following frameworks like EOS, Scaling Up, or 4DX, clarity in your approach will directly shape the team you build.
Great operators align with your thesis and understand the strategic direction of the business. They thrive in a culture where expectations are clearly communicated, and resources are provided to help them excel. Without a clear operating model and well-articulated governance, even the most talented operator will struggle to succeed.
The Ideal Operator: Who Are We Looking For?
The ideal operator possesses a blend of personal character, professional skill, and cultural fit. They are not just managers—they are leaders capable of driving results while maintaining alignment with the organization’s mission and values.
High-performing operators share seven key characteristics:
- Competitive: They have a scoreboard mentality, understanding that success is measurable and must be earned.
- Resilient: They’ve faced challenges and come out stronger, demonstrating an ability to adapt, learn, and grow from adversity.
- Resourceful: They think creatively and act decisively, solving complex problems with poise and efficiency.
- Character-Driven: Integrity, transparency, and respect are non-negotiables.
- Hungry: They are deeply motivated to achieve results, driven by both financial rewards and the desire to make a meaningful impact.
- Presence: They inspire confidence through their leadership, communication skills, and ability to adapt to different situations.
- Collaborative: They understand that the best results come from teamwork, leveraging the strengths of others to achieve shared goals.
In addition to these characteristics, business acumen is critical. Exceptional operators understand the fundamentals of finance, sales, and talent management. They can analyze financial statements, develop growth strategies, and build high performing teams.
Do You Have a High-Performing Operating Team?
Before building your operating team, take a hard look at the one you already have. High-performing teams share distinct traits, and their absence is often glaring. To evaluate your current team, ask yourself these diagnostic questions:
1. Are results consistently delivered on time and on target?
High-performing teams excel at execution. If projects are frequently delayed, over budget, or missing targets, you may have gaps in leadership or alignment.
2. Does your team take ownership of problems and solutions?
High performers don’t pass the buck—they own challenges and proactively find solutions. A lack of accountability often signals a cultural or leadership issue.
3. Are team members proactive or reactive?
Strong operators anticipate challenges and prepare for them. If your team spends most of its time putting out fires, it may lack the strategic mindset needed to thrive.
4. Is there alignment across the team?
A unified team shares a clear understanding of goals and works collaboratively to achieve them. Misalignment often shows up as siloed thinking, miscommunication, or conflicting priorities.
5. Are key metrics and systems in place to track performance?
High-performing teams rely on data-driven insights. If your team operates without robust financial reporting, operating metrics, or clear KPIs, you’re flying blind.
6. Do you trust the team to run the business without you?
The ultimate test of a high-performing team is whether you can step back without worrying the business will suffer. If you feel the need to micromanage, your team may lack the depth or skill to operate independently.
Score Yourself: For each question, give your team a score from 1 (not at all) to 5 (consistently true).
- 25–30: Your team is high performing.
- 15–24: There’s potential, but gaps need to be addressed.
- Below 15: You likely need a complete reset in leadership or systems.
Building a Pipeline: Where Do We Find Them?
Recruiting top operators requires intentionality. Some of the best candidates come from competitive environments that demand leadership, discipline, and adaptability. Consider these backgrounds:
• Leadership roles in high-level competitive sports or military service
• Experience at premier private equity firms or companies with rigorous training programs (e.g., Enterprise, top consulting firms)
• Strong second-in-command positions at larger competitors • Referrals from trusted colleagues or industry insiders
While pedigree can be helpful, it’s not the sole factor. Be cautious about candidates who rely too heavily on past successes without demonstrating a willingness to grow or adapt. Similarly, cultural fit matters; candidates who are dismissive, uncoachable, or misaligned with your values will undermine the team, regardless of their credentials.
Screening for Excellence: The Art of Selection
Screening isn’t just about identifying skills—it’s about assessing whether the candidate embodies the characteristics that define high-performing operators.
Start by examining their track record. Have they successfully done 80% of the role you’re hiring them to do? Look for evidence of resilience, resourcefulness, and integrity in their previous experiences.
Go deeper by assessing their cultural alignment. Do their values match the organization’s? Are they hungry to grow and willing to collaborate? Finally, look for presence—their ability to lead and inspire confidence in any room they walk into.
Retention: Building a Home for High-Performing Operators
Hiring a great operator is just the beginning. Retaining them requires intentional scaffolding—organizational structures and systems that enable them to thrive.
First, offer a compelling value proposition. Operators need to see a clear path for growth, both personally and professionally. Provide opportunities for advancement, align their financial rewards with performance, and ensure their goals are aligned with the company’s mission.
Second, invest in a culture of excellence. High performers thrive in environments that value integrity, transparency, and accountability. They need to trust that their hard work is matched by organizational commitment.
Finally, equip them with the tools they need to succeed. This includes clear governance structures, robust support systems, and a leadership team that values collaboration. When operators feel supported and empowered, they are far more likely to stay for the long term.
The Outcome: Transforming Your Business
Building a high-performing operating team isn’t just about filling roles—it’s about creating a system that drives excellence at every level. The right operators enable owners to step back from the day-to-day and focus on strategic growth, unlocking new opportunities for the business.
It starts with clarity, flows through intentional recruitment, and is sustained by organizational discipline. High-performing operators don’t just execute a vision— they expand it, pushing the organization toward new levels of success. Are you ready to build the team that will take your business to the next level?