Building an effective team is more than just hiring the right people—it’s about fostering trust, communication and a shared vision for growth.
“Who will you become?” is a key question both businesses and job seekers should ask when looking to build or join a team, says Emily Phair, President of TMG Search Canada, a recruitment firm specializing in talent attraction and retention.
“It really forces the individual and the company to think about what it’s going to mean when they get there,” she says. “What kind of fulfillment am I going to have? How will I grow as an individual and as part of a team?”
Phair, who has 20 years of experience in recruiting across multiple industries, says that a good team fit isn’t just about matching skills—it’s about understanding personal growth and workplace culture.
Finding The Right Team Fit
When it comes to career satisfaction, self-awareness is essential, says Lisa Ann Butcher, a Registered Clinical Counsellor and owner of Three Sisters Counselling. "You have to know yourself," she says. "Some people work in high-pressure jobs, like Emergency Medicine, and realize they don’t actually thrive in that environment because they prefer predictability. That’s why self-reflection is so critical.” Phair agrees, emphasizing the importance of aligning personal strengths with workplace roles. “The fulfillment piece is so important,” she says. “Not focusing on happiness, because happiness is temporary, but fulfillment—that’s what makes a team work. If employees don’t feel fulfilled, you end up with retention issues, lack of focus and poor performance.” Workplace satisfaction also evolves over time. Butcher, who now manages a team across two cities, says she never envisioned herself as a leader when she first started out in health care. "I used to like that I wasn’t in charge," she says. "Now, owning my own company, it all falls on me, and I actually enjoy that. It’s proof that we can grow and change over time.”
Team players versus individual contributors
A good team balances collaboration with individual strengths. Some employees thrive in a group setting, while others work best as independent contributors. “The most important thing is communication,” Phair says. “The highest-performing teams are the ones that communicate well and have the humility to admit where they need support.” She adds that building a successful team isn’t just about hiring similar personalities. In fact, diversity in skills and perspectives strengthens a workplace. “You want a mix of personalities,” she says. “If you hire only people like you, you end up with blind spots. A team needs different strengths to be successful.” Butcher echoes that point, sharing how she grew her counselling practice from a solo operation to a team of 19. "At first, I hired someone just like me," she says. "But the real turning point came when I hired someone completely different—quieter, more reserved. That diversity was the beginning of the growth that allows us to serve more clients.”
The role of trust and accountability
Trust is at the heart of any successful team, says Phair. "If you don’t trust the people around you, everything breaks down," she says. “Visible leadership is key—leaders need to show they trust their team members and vice versa.” Butcher adds that vulnerability plays a role in strong communication. "You have to be willing to admit what you don’t know and accept feedback," she says. “A lot of people think leadership is about having all the answers, but it’s actually about knowing when to ask for help.” Policies and procedures also play a role in keeping a team on track, but Phair warns against overcomplicating things. “People need guardrails, but too much structure can stifle innovation,” she says. “The key is to have clear policies that guide people while still allowing room for flexibility and change.”
When it’s time to move on
Despite best efforts, sometimes a team isn’t the right fit for an individual. Phair says that when someone is unhappy at work, the first step is open communication. “If you’re struggling because of a workplace dynamic, have an honest conversation about it,” she says. “If direct communication doesn’t help, bring in a neutral third party to mediate.” But sometimes, the right decision is to move on. "Who you were when you started a job may not be who you are now," she says. "And that’s okay. Career growth is about evolving. If a job no longer fulfills you, it’s worth considering what’s next." Butcher agrees, emphasizing that personal growth should always be the priority. "Just because something served you before doesn’t mean it always will,” she says. “The key is to recognize when it’s time for change, communicate openly and take action.” For those navigating workplace challenges, Butcher encourages reaching out for support. "Teamwork and leadership are lifelong skills," she says. "And just like anything else, they require learning, self-reflection and sometimes, a little courage."
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