Which Football Team Won The First Two Super Bowls Book Summary – The ABC’s of Building a Business Team That Wins – Written by Blair Singer

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Book Summary – The ABC’s of Building a Business Team That Wins – Written by Blair Singer

This book is part of the rich dad’s family of advisors. Being able to build a successful team is a sought-after talent. Think about your favorite professional, college or Olympic sports team. I bet die-hard football fans can tell you which teams have won every Super Bowl. Can I tell you who was second, probably not because nobody cares? Building a great team is by far the most difficult component of running a business. You are dealing with unique personalities, qualities and skill sets. So the question is, how do you do it? Blair answers this question in the book.

Why is this important to me?

I try not to waste time. You are either part of a losing team or a winning team. That’s it. If you’ve ever been part of a winning team, you can still remember the bond, the camaraderie, and the code. If you consider the most effective teams, they all operate under a strict code of honor. This is key to keeping the team going. The best example of this is in the US Marine Corp. These guys have to run under code or die. It’s that simple. Semper Fi – “Always faithful”. Blair’s book is concise and to the point. We will outline the development of a Code of Honor for your team.

Why a code of honor? In the absence of rules, people create their own rules. The best way to avoid anxiety, conflict, and discord in any group is to make sure everyone is playing by the same rules. The code brings out the best in anyone who subscribes to it.

Mission-Team-Individual – That’s the order of the code. When people agree, then you have the foundation for a championship team. If you don’t believe in mission-team-individual, then just imagine if the individual or the team came first. Bernie Madoff put the individual first, and Enron put his executive team first. Look what happened. If the Marine Corps put individuals first, we would not have freedom today.

Getting the right players for your team is key. The old saying that people are your greatest asset is NOT true. They must be real people. I can tell you that my biggest costs and losses in business have ALL been around hiring and recruiting the wrong people. I could have retired in my late 20s if I had gotten this skill right. I bet I’ve spent over seven figures on the wrong people over the years. This doesn’t include the heartache, counseling, and other crap that goes along with having the wrong people on your team. I implore you to learn this skill because it will save you years of heartache. It’s cheaper to burn stacks of $100 bills than to have the wrong people on your team. LEARN THIS SKILL NOW!

Question – How do we get the right players in the team?

1. What type of energy do they have? The highest energy wins. If the person is low energy, don’t recruit them.

2. Do they have a desire to win? This is critical because if they don’t, then they won’t have it for the team.

3. Are they willing to let someone else win?

4. Are they personally liable?

5. Are they willing to abide by the code?

6. Do they have a unique talent or ability?

Don’t hire to fill a space. This costs too much. Blair discusses his results model and focusing on results means it’s too late. Focus on the chain that creates results and good things will happen. How do you create a code of honor? This is covered in the book and I’ll provide a sample code here:

1. Never abandon a teammate in trouble.

2. Be willing to “call and be called” when the code breaks.

3. Celebrate the victories.

4. Be on time.

5. Keep all contracts and clean up any broken contracts as soon as possible.

6. Deal directly.

7. Be responsible

8. Be resourceful

9. Never let personal matters get in the way of your mission.

10. Be loyal to the team.

11. Commit to personal development

12. Do not seek or seek sympathy or recognition

13. Everyone must sell!

One critical component of championship teams is calling code violations. This is the hardest part of the whole process. Think about it – you create the code, hire the right people and then what… If the team doesn’t implement the code then the whole process crashes. Everyone must report code violations even if it’s your boss who is breaking the code.

I hope you found this brief summary useful. The key to any new idea is to incorporate it into your daily routine until it becomes a habit. Habits are formed in just 21 days. One thing you can take away from this book is the power of teams. It took me a ton of time, energy, and money to learn the true power of teams. You can invest 15 minutes a day in leadership and influence and it will pay exponential dividends in the future.

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