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High-performing teams don’t happen by accident.
You can hire the best people, offer competitive salaries, and set ambitious goals—but if you don’t intentionally build a strong, aligned culture, your team will never reach its full potential.
So, what separates good teams from world-class teams?
That’s exactly what I explored in my conversation with Jay Rosenzweig, an executive leadership strategist, social impact entrepreneur, and founder of Rosenzweig & Company.
Jay has spent his career helping leaders attract, develop, and retain top-tier talent. His insights reveal one core truth: great teams aren’t found—they’re built.
Here’s what we uncovered.
What Defines a World-Class Team?
The best teams don’t just hit their numbers—they create an environment where people are:
- Motivated by impact, not just compensation
- Aligned on a common goal, with clarity on where they’re headed
- Consistently innovating because they feel safe to challenge ideas and try new things
But even the most talented team can fail if the culture isn’t right.
One of the biggest mistakes leaders make is tolerating high-performing but toxic individuals.
If someone is damaging trust, it doesn’t matter how strong their results are—the entire team suffers.
The Leadership Lesson
Talent alone doesn’t create great teams. It’s about how that talent works together.
As a leader, you set the standard. If dysfunction goes unchecked, you’re signaling that behavior is acceptable.
The Silent Killer of High-Performing Teams: Leadership Blind Spots
Many leaders think they have a pulse on their team’s needs—but what if their perception isn’t the reality?
One of the most valuable exercises Jay shared is deceptively simple.
Try this:
- Identify four employees you deeply respect.
- Ask them, “What’s one issue you’ve been hesitant to bring up that needs improvement?”
- Listen without defending.
- Take action on the feedback.
Why does this work?
Because leaders don’t see everything. And when people don’t feel safe sharing real concerns, small problems grow into major issues.
The Leadership Lesson
Your team’s performance is only as strong as the trust they have in leadership.
When people feel heard and valued, they’re more committed, more engaged, and more willing to go the extra mile.
Why Diversity Drives Performance—And How to Expand Your Hiring Lens
Diversity isn’t just a checkbox—it’s a competitive advantage.
Companies with diverse leadership teams consistently outperform their industry peers. Yet, as Jay pointed out, 87 percent of top leadership roles in Canada are still held by men.
So why aren’t more companies making progress?
Because they default to hiring from the same industry talent pools. And that limits fresh thinking.
How to Expand Your Talent Pipeline
- Stop recycling the same candidates. If you only hire from within your industry, you’re missing out on breakthrough ideas.
- Look one level below. Future leaders may not hold senior titles yet, but investing in high-potential talent can transform an organization.
- Hire for skills, not just experience. A major bank struggling with innovation hired a marketing executive from retail instead of finance, and that fresh perspective transformed their strategy.
The Leadership Lesson
The best teams aren’t just built on experience—they’re built on diverse ways of thinking.
If your talent strategy isn’t expanding perspectives, you’re limiting innovation.
The Power of Relationships: Why Great Leaders Walk Through Open Doors
What separates leaders who build world-class networks from those who don’t?
According to Jay, it’s not just about knowing the right people—it’s about recognizing opportunities when they come.
The Story of a Game-Changing Decision
Jay shared how he built a relationship with NBA Hall of Famer and humanitarian Dikembe Mutombo—all because he was willing to say yes to the right opportunity.
When the NBA needed help connecting with government leaders, Jay introduced them to Canada’s Deputy Prime Minister. As a thank-you, he was invited to an exclusive event where he met Mutombo.
A few weeks later, his phone rang.
“Jay, it’s Mutombo. I’ll be in New York tomorrow. Meet me for dinner.”
That meant canceling meetings, booking a last-minute flight, and completely rearranging his schedule.
But he trusted his intuition and took the opportunity.
That one dinner led to:
- A deep friendship
- Business collaborations
- Mutombo joining Jay’s advisory board
The Leadership Lesson
Great leaders don’t just network—they recognize and act on the right moments.
When opportunity knocks, are you paying attention?
Leading With Impact: Why the Future of Leadership Is Profit + Purpose
Top talent today isn’t just looking for a paycheck—they’re looking for meaning.
The best leaders understand that profit and purpose aren’t at odds. In fact, companies that align business success with social impact are attracting and retaining the best people.
Jay’s work with FullCycle, an investment firm focused on reversing climate change, is a perfect example.
It’s not just making a difference—it’s generating strong financial returns while solving global challenges.
How to Build Purpose-Driven Teams
- Tie business strategy to a greater mission. Whether it’s sustainability, social justice, or innovation, teams thrive when they know their work matters.
- Embed purpose into hiring and culture. Candidates today are choosing purpose-driven companies over traditional employers.
- Lead with integrity. Transparency and ethical decision-making aren’t just good values—they’re essential to long-term business success.
The Leadership Lesson
Purpose isn’t a buzzword—it’s a competitive advantage.
The best leaders aren’t just building businesses—they’re shaping the future.
Want to Build a World-Class Team?
At Meritage Leadership, we help executives build high-performing teams through strategic leadership, culture alignment, and talent development.
If you’re ready to attract and retain top-tier talent, let’s talk.
Learn more at www.meritageleadership.com