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Aligning People: Structuring Success Through Team Cohesion

Quickstart: Your 1st 100-days Accelerator Module 5: Milestone 3

In the often challenging business landscape, aligning people toward common goals is crucial for success. Module 5, Milestone 3 of the Quickstart program, emphasizes the importance of understanding and strategically managing the individuals on your team. Another essential element in the Executives Development.

This involves confirming your A, B, & C teams, implementing skills development, and recognizing achievement. As John Maxwell aptly put it, “Teamwork makes the dream work, but a vision becomes a nightmare when the leader has a big dream and a bad team.”

Confirming Your A, B, & C Teams

Performance Evaluation

To effectively align your team, evaluating each member’s performance and potential is essential. As Peter Drucker once said, “If you can’t measure it, you can’t improve it.” Through a thorough performance evaluation process, you can identify strengths and weaknesses, setting a clear path for future development.


Once performance evaluations are complete, classifying team members into A, B, and C categories becomes vital:

  • A Players (High-Performers): These individuals consistently exceed expectations and drive company success.
  • B Players (Solid Performers): Reliable and competent, B players meet expectations and have growth potential.
  • C Players (Underperformers): These team members require significant improvement and development support.

Jack Welch famously stated, “If you pick the right people and allow them to spread their wings—and put compensation as a carrier behind it—you almost don’t have to manage them.”

Tailored Development Plans

Tailoring development plans for each category ensures that every team member has the opportunity to grow. For A players, this might mean leadership training and new challenges. For B players, focus on skill enhancement and readiness for greater responsibilities. For C players, provide more structured support and clear improvement goals. As Gandhi emphasized, “The best way to find yourself is to lose yourself in the service of others.”

Implementing Skills Development

Skill Gap Identification

Understanding the current skill set and identifying gaps within your team is crucial for progress. Henry Ford’s insight, “The only thing worse than training your employees and having them leave is not training them and having them stay,” underscores the importance of this process. Use tools like performance reviews, employee self-assessments, and feedback from peers to pinpoint areas for development.

Development Program Creation

Designing effective skill development programs tailored to your team’s needs ensures robustness in capability:

  • Workshops and Training Sessions: Provide hands-on learning experiences.
  • Mentoring and Coaching: Encourage one-on-one or small group mentorship.
  • Online Courses and Certifications: Leverage digital resources for continuous learning.

Marie Curie once noted, “Nothing in life is to be feared; it is only to be understood. Now is the time to understand more, so that we may fear less.”

Encouraging Learning

Cultivating a culture of continuous learning and improvement is fundamental. Richard Branson said it best: “Train people well enough so they can leave, treat them well enough so they don’t want to.” Foster an environment where curiosity is valued and new skills are celebrated. Encourage knowledge sharing through regular team meetings, brainstorming sessions, and cross-departmental projects.

Achievement and Recognition

Recognition Strategies

Effective recognition strategies are essential in maintaining high morale and performance. Utilize both formal and informal methods to acknowledge achievements. As Ken Blanchard stated, “Catch people doing things right.” Publicly recognize exceptional work through awards, announcements, and personal notes of appreciation.

Celebrating Successes

Celebrate successes to boost team morale and motivation. Warren Buffett’s wisdom, “The more you learn, the more you earn,” can be applied here; celebrating learning and growth can propel further achievement. Organize events, and team outings, or simply take a moment in meetings to appreciate the hard work and achievements of your team.

Providing Feedback

Establishing regular and constructive feedback loops helps maintain transparency and continuous improvement. Bill Gates remarked, “We all need people who will give us feedback. That’s how we improve.” Create a feedback-friendly culture by scheduling regular one-on-one meetings, utilizing 360-degree feedback tools, and fostering open communication.


In conclusion, aligning your team members effectively is a fundamental cornerstone for achieving organizational success. By thoughtfully evaluating and categorizing your A, B, & C teams, implementing comprehensive skills development programs, and establishing robust recognition and feedback mechanisms, you build a formidable team capable of navigating any challenge.

As Hellen Keller wisely stated, “Alone we can do so little; together we can do so much.”

This holistic approach ensures that each team member is recognized for their contributions and supported in their professional journey. When team members feel valued, understood, and challenged, they become more engaged, motivated, and productive.

This connectivity not only ignites individual potential but also propels collective breakthroughs. As we strive toward our shared goals, it’s essential to remember that the essence of leadership and team alignment lies not only in driving performance but also in nourishing the growth and development of each individual within the team.

Your role as a leader in this journey cannot be overstated. By fostering a supportive and dynamic environment where every team member can thrive, you cultivate a culture of excellence and innovation.

So, let’s embrace the principles outlined in this module to create a team that not only achieves its objectives but also enjoys the process of collaboration and continuous improvement. The collective effort of an aligned and motivated team is the powerful engine that drives us toward extraordinary success.

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Coaching 4 Companies – Your premier executive coaching service


We are a young, vibrant, and diverse executive career coaching group, with the operation registered in 2019, however, the formation was a 45-year career lifetime in preparation. During that period our founder Wayne Brown observed and worked with leaders of all levels in organizations across industries and cultures globally.

Based on that exposure, our company has intentionally set out to support those practicing the art and science of leadership – or as often referred to, “Executive Talent.” These are people who acknowledge that they are not experts. They are open to opportunities for continued growth and carry the desire to learn what is needed to become a success in today’s complexity and uncertainty.

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Reference Sources

  1. “The 21 Irrefutable Laws of Leadership: Follow Them and People Will Follow You” by John C. Maxwell
  2. “The Effective Executive: The Definitive Guide to Getting the Right Things Done” by Peter F. Drucker
  3. “Winning” by Jack Welch with Suzy Welch
  4. “Managing Oneself” by Peter F. Drucker (Harvard Business Review Classics)
  5. Quotes Archives from Famous Authors Including Mahatma Gandhi, Henry Ford, Richard Branson, and Hellen Keller
  6. “The One Minute Manager” by Ken Blanchard and Spencer Johnson
  7. “Built to Last: Successful Habits of Visionary Companies” by Jim Collins and Jerry I. Porras
  8. “Principles” by Ray Dalio

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