Eron Castro’s Post

Building a high-performing team isn't just about weathering tough times; it involves creating an environment where the team can thrive through them. In my latest article, I explore the key elements that make a team resilient and capable of growing during challenges. Empowerment, transparency, trust, and recognition aren't just buzzwords—they form the foundation of teams that are not only ready for the future but actively shaping it. Check out my Forbes Technology Council article for more insights: https://lnkd.in/dVJm7mRK

💭 "The strength of your team can significantly impact your bottom line. The future of work goes beyond merely hiring talent; it’s about fostering a culture of belonging and cultivating an environment where meaningful relationships thrive." - Stoyan Mitov, CEO at Dreamix. 💡 So how do you build a high-performing team? Dive into our CEO’s insights in this Forbes Technology Council article! https://lnkd.in/dXs3gmZ5

As a founder, one of the hardest things I’ve had to do is build a team—not just in terms of hiring, but in terms of culture. At KLEAP Technologies we believe in trust, empathy, and constant learning. Our team isn’t perfect, but we’re aligned on one thing: We want to grow together. Here’s what I’ve learned about building a team: • Hire for character, not just skills. • Build trust by being transparent. • Create a safe space for mistakes—it’s how people learn. Great teams don’t just happen—they’re built, one step at a time. #team #womenintech #womenincyber #culture #teambuilding #entreprenuership

Most people don't get to select who they work with. That’s why I building your own team is a massive privilege. One big reason why I got into this whole entrepreneurship thing? I never wanted a boss breathing down my neck. The typical founder’s arrogance? Maybe. But I alway felt a huge drive to go and start my own venture. I did. The moment my co-founder and I kicked off WAY.so, we put in some serious time to define the kind of company we want to build for our people: → We took inspiration from the thriving company culture of Nike and Netflix. → Then, we came up with our version of "culture cocktail” and built a solid foundation of: ✅ clear values ✅ clear guidelines ✅ clear expectations These formed the basis for our hiring. → When it’s time to hire, we make sure each founder is always present in the interviews… and we’ll continue doing this for the next few years! → We look for candidates who don't just bring skills to the table (they need to also be someone who believes in our mission). → Once we onboard the right people, we already have these rock-solid members pulling our company upwards 📈 Yet, here's the thing: Building a team is something so few people experience because it also comes with risks and responsibilities. (It means enduring 90% of stress) But whenever I see everyone working hard and having fun, I'm reminded why taking the leap was all worth it: - The ability to curate your own culture. - Bring on people who fit with your mission. - Channel everyone's energy towards a goal. That’s an immense privilege. Looking back, I'm proud of what we've built — not just the product, but the incredible talent we’ve purposefully brought in our company. Thank you guys 🙌

One of the less talked about secrets of Kahoot!’s success is how they empowered their team. It’s not an easy trick to pull off. They iterated their way to key elements you need to get a team delivering the mission. The founders: 1. Had a strong inspiring vision - the best recruiting tool 2. Led with context and supported with coaching 3. Aligned on, codified and shared their principles to help a growing team quickly make decisions 4. Hired people who got the purpose, were willing to learn and were comfortable with the autonomy required at the early stage 5. Set their team clear goals and provided them with creative constraints and guardrails to ensure everyone was going in the same direction This case study with their founder Jamie Brooker brilliantly brings to life some of key elements to consider when growing a mission-led team. Thanks to Jamie for sharing the insights. 🗓️ It’s one of several examples we explore in my Building Mission-Led Team’s programme. The next cohort starts September. 👉 Get in touch if you’d like to know more! ♼ Like this? Follow, comment and repost!

Before you hire, ask yourself: Do you really know your company’s culture, or are you just winging it? 🤔 Hiring without understanding your culture is like choosing a roommate without knowing if they’re a night owl or an early bird—awkward mismatches are bound to happen. 😅 Get the culture right first, and you'll find people who actually fit. Plus, you’ll avoid those cringe-worthy “this isn’t what I signed up for” moments. At Compono, we help you get the culture piece right by understanding your organizational makeup, so you can build a team that actually clicks. 🔑 How do you make sure your hires fit? #Hiring #CompanyCulture #TeamVibes #PeopleScience #OrganisationalCulture #PeopleAnalytics

Our Founder emphasizes checking your biases before building your Dream Team.

For over 25 years, hiring practices at SingleStone have been guided by a mantra from our visionary founder, Chris Little. He emphasized hiring for attitude first, then aptitude, and lastly for skills—with skills intentionally placed last. To be clear, skills aren’t last because they’re unimportant; they’re last because skills don’t matter if the other two are missing. This approach has been critical to the culture we've created over the last two decades. Attitude is the foundation. People with the right mindset—who are adaptable, resilient, and collaborative—drive culture forward. They elevate culture and advocate for learning and innovation. Aptitude follows. Quick learners, problem solvers, and naturally curious people will grow with your organization, pick up new skills, and tackle hard problems head-on. Skills are important, but they can be taught. Technical expertise matters, but when you prioritize attitude and aptitude, you’re investing in people who will learn what’s needed and develop their skills accordingly. A special shout-out to my friend and our founder for believing in the power of culture long before “culture was cool”. He understood that creating a company rooted in heart, values, and purpose would not only drive business success but also create a real, lasting impact on the lives of other people.

One thing I love about my role is understanding more about what people want out of life, why and then supporting them to make it happen. Across our region, we request our people to document WHAT you want, WHY and HOW you will make it happen (stop, start & continue).. adding pictures, text, whatever resonates & makes the person smile with excitement. I’m inspired this morning to see what people want to achieve and the reasons why, which is the required fuel to push through the tough times that are inevitable for any noble cause. I’m excited for my team to get what they want by removing barriers and offering my support on their execution plan. What ways are you supporting your team to learn, grow and become more? Comment below #Gartner #Goals #Development

Day 2 👥 Build a Team That Believes in the Mission Scaling isn’t just about hiring people - it’s about building a team so aligned with your mission, they’ll stick with you through the highs and lows. Your team is your greatest asset. But here’s the secret: as a founder, you set the tone. If you’re not living and breathing your mission every day, how can you expect your team to? ✅ Hire for values as well as skills - skills can be taught, belief and drive can’t. ✅ Create a culture where your team feels invested in success. ✨ Tip: When interviewing, ask candidates what motivates them most - it’ll reveal whether their values align with yours.