How to Build a Team in Any Industry that Thrives: 5 Actionable Steps

Spending 30 minutes per week can transform your team.

This is precisely what Sean Kouplen, CEO of Regent Bank, discovered.

At Regent Bank, Sean implemented relational leadership—a leadership style focused on building personal connections with team members.

In an interview with Jordan Raynor, he explained that Regent Bank managers spend 30 minutes weekly with their direct reports. During this time, they are not allowed to talk about work. 

Instead, they discuss their personal lives.

The result? A company-wide culture of care reduced turnover and produced massive growth.

Kouplen's story shows how personal investment and servant leadership can reshape a team's culture and performance. If you want to do the same, it starts with you.

Kouplen's example isn't unique. I’ve experienced this firsthand.

Developing a team with purpose goes beyond immediate goals—it’s about fostering long-term growth. I’ve had the privilege of leading individual contributors (ICs) and helping them grow into directors and even heads of marketing. This kind of transformation can happen when you invest intentionally in your team’s development, focusing on their strengths, challenges, and aspirations.

This is true for teams in any industry--including building marketing teams.

In this post, I'll share what I've learned, including:

• 4 reasons why investing in your team pays off
• Building a roadmap for team growth
• 5 practical steps for building high-performing teams

Let's dive into how to how to build a team that thrives in any industry.

4 Reasons Why Investing in Your Team Pays Off

Developing your team isn't just the right thing to do—it's also smart business. 

Individually, even as the CEO, you cannot accomplish your business or organization's goals alone. No matter how skilled you are as a leader, success is never a solo effort. This is why you need the support of a team.

Investing in your team goes beyond building skills. 

It creates loyalty, drives engagement, and lays the foundation for long-term success.

Here are four reasons why team development is a wise investment:

#1. Higher Engagement

Gallup found that employees with opportunities to learn and grow are 3.6 times more likely to be engaged. When you invest in training, your team feels valued, which makes them more committed.

#2. Better Performance

Training leads to better skills, which leads to better results. The Corporate Leadership Council found that when managers focus on developing their employees' strengths, performance can improve by up to 36%.

#3. Reduced Turnover

LinkedIn's Workforce Learning Report shows that 94% of employees would stay longer if they felt their company invested in their career. Development opportunities show your commitment to their growth, reducing turnover.

#4. Increased Productivity

A well-trained team works more efficiently. Studies show that companies investing in employee development see up to 11% higher profitability.

Assuming you're convinced about the benefits of developing your team, there's still one more thing you need to know before getting into the practical how-to: setting a solid foundation.  

Building a Roadmap for Team Growth

Team development doesn’t happen accidentally—it requires intentionality and a clear purpose. 

Before diving into practical applications, it’s essential to understand the why behind your training.

With that in mind, here are two critical steps to get started:

#1. Help Them Find Their Path

Start by helping your team identify the path they want to take. People do their best work when they have a clear direction. Without it, progress stalls, and motivation fades.

Research proves this.

A Harvard Business Review study found that employees are more engaged and productive when understanding their career goals. When people see a future they’re excited about, they invest more in their work and growth.

To get started, the best thing you can do is ask questions about their goals and future. More importantly, give them the freedom to share their opinions, even if their long-term desires don't align with their current role.

When your team knows where they’re heading, they feel more confident and motivated. 

(If you lead marketing teams, one helpful framework you can use for this step is the T-shaped marketer.)

Next, focus on how their strengths can help them succeed.

#2. Focus on Strengths

Encourage your team to focus on their strengths.

People grow faster when they build on what they already do well. Focusing on weaknesses, on the other hand, often leads to frustration and slower progress.

Research backs this up, too.

Gallup found that employees who use their strengths are six times more engaged and 8% more productive. As mentioned earlier, the Corporate Leadership Council also discovered that focusing on strengths improves performance by 36%.

Here’s how you can help your team identify their strengths:

• Observe their work
• Ask direct questions
• Use assessment tools like CliftonStrengths or DiSC
• Review past successes

Once you know your team members strengths, help them use those abilities. Show them how their talents contribute to the team’s success.

When people use their strengths, they feel more confident and capable. They’re also more motivated to grow and take on new challenges. By focusing on what your team members do best, you set them—and your organization—up for success.

With their clear path and strengths identified, you’re ready to help them grow even further.

5 Practical Steps for Building High-Performing Teams"

With your team’s path and strengths identified, it’s time to shift from insight to action. A clear direction and strong foundation provide the "why" behind development, but practical steps are what turn potential into progress.

Here’s how to take the following steps and create real growth:

#1. Work Together on a Plan

Creating a growth plan works best when it’s collaborative.

Studies show (Gallup, LinkedIn Learning) that employees are more engaged when they help shape their development plans—not when one is handed to them. This makes perfect sense. People are more motivated when they feel ownership over their progress. (I've seen this to be the case in my experience.)

Professionals want to chart their paths. Most aren’t looking to become solopreneurs or start their own businesses but want to grow in their careers. They know their strengths, have ideas about their goals, and want support to pursue their vision.

Here’s the key: for any development plan to succeed, your team members must want it and take ownership of their growth.

To get started, keep it simple:

• Ask team members what they want to learn, experience, or improve
• Encourage them to take the lead by identifying their goals
• Focus on short-term objectives (two years or less)

Once they’ve outlined their ideas, work with them to map out actionable steps. These might include learning a new skill, taking on a challenging project, or attending training sessions.

When your team members own their development, everything changes.

They become more invested in their growth, and you foster a culture where initiative and progress thrive. Your role is to guide and support them, helping them turn their plans into meaningful results.

#2. Let People Take on New Work and Risks

Allow your team members to take on new work.

Providing your team with new challenges is essential for their learning and growth. According to Deloitte, 72% of employees view new responsibilities as crucial for engagement. But assigning random tasks isn’t the answer. Instead, offer projects that align with each team member’s path and strengths.

This approach isn’t just practical—it’s proven. The Journal of Organizational Behavior found that stretch assignments tied to strengths improve performance and boost engagement.

If you’re unsure where to start, ask your team members if there’s something specific they’d like to explore. Sometimes, you might see potential in them that they don’t see themselves. In those cases, offer opportunities that go beyond their current role.

For example, I once had a team member interested in software engineering. After he shared this goal, I encouraged him to connect with colleagues in that field and explore relevant opportunities within the company. Although nothing concrete worked, he eventually found an engineering role in another organization.

As a leader, your role is to guide your team members to push beyond their boundaries. Growth happens in moments of discomfort, and your support can make all the difference.

#3. Provide Training

Training isn’t a one-time event. It’s an ongoing process.

Here’s why: Without consistent training, your team will fall behind. Industries, tools, and strategies evolve quickly, and your team’s skills must keep pace.

There’s no one-size-fits-all approach to training, either. There are many ways you can support your team’s growth. Here are a few ideas to get you started:

a. Budget for growth

You can’t expect growth without investing in it.

Professional development needs a dedicated budget. Work with HR, your CFO, or other leaders to secure funding for training.

The budget doesn’t have to be huge. Start small, like offering a book stipend. It’s a cost-effective way to foster growth while reducing the barriers to development.

b. Provide Resources

You don’t need to reinvent the wheel when it comes to training. Books, online courses, and other resources are available for most topics.

Whether your team needs help with technical skills, leadership development, or communication, you can likely find an affordable resource.

To maximize their effectiveness:

• Follow up with team members about what they’re learning
• Ask how they’re applying it to their work
• Have them provide a brief recap of key takeaways

These steps create accountability and encourage your team to take ownership of their learning.

c. Create custom training

Sometimes, off-the-shelf solutions won’t cut it.

When your team needs specialized training, consider creating something tailored to their needs. For example, if several team members express interest in the same area, design a simple program to address it.

Keep it straightforward. You don’t need to build a full curriculum—just provide what they need to grow.

d. Offer one-on-one coaching

Coaching is one of the most effective ways to foster growth.

You don’t have to coach everyone yourself. Delegating coaching responsibilities or hiring a professional coach can also work well.

Coaching helps by:

• Reducing learning curves
• Offering fresh perspectives on challenges
• Breaking through professional plateaus
• Addressing specific issues or opportunities

It’s a personalized way to help team members overcome obstacles and achieve their goals.

e. Build connections with mentors

Your network is a powerful resource. Use it.

Introduce your team to mentors, peers, and industry leaders who can help them grow. Start with small, low-pressure connections, like a short virtual meeting.

These relationships can accelerate growth and provide opportunities they wouldn’t find alone.

f. Host book or resource discussions

Book clubs are an easy, effective way to encourage team development.

Pick a resource relevant to your team’s goals. It could be a book, article, or video. Then, schedule discussions where everyone shares their insights and questions.

These sessions build camaraderie and spark conversations about new ideas, best practices, and challenges.

Mix it up to keep things interesting. Alternate between professional development resources, industry-specific content, and fun, unconventional materials.

The goal is simple: foster shared learning and collaboration while building a culture of curiosity.

For more tips, check out my book Read to Lead, where my co-author and I dedicate an entire chapter to this approach.

#4. Give Feedback

Feedback is fuel for growth.

If you want your team to improve, you must regularly make feedback a habit. Annual reviews aren't enough.

Studies from Gallup show that employees who receive regular, meaningful feedback are more engaged and productive. More than that—they're motivated to keep growing.

There's more than one way you can provide feedback.

Here's how:

a. Regular Check-ins

Don't wait for annual reviews.

Consistent check-ins, particularly 1:1s, help maintain momentum.

These conversations should primarily focus on your team members and not work-related assignments.

b. Focus on Progress—Not Just Problems

When you give feedback, highlight the progress your team is making.

Point out their strengths and where they've improved.

Constructive criticism is essential, but it's even more powerful when paired with clear, actionable steps for growth.

Balance your feedback by using both praise and constructive input. Too much criticism can be discouraging, while positive reinforcement paired with areas for improvement keeps your team motivated and focused. A useful approach is the "feedback sandwich"—start with a positive observation, move to areas for growth, and close with another positive point.

Remember, feedback doesn't always have to be corrective. Highlight what went well and explain why it was successful. Be proactive in recognizing positive achievements before problems arise.

c. Encourage Self-Reflection

Feedback is most impactful when it's collaborative.

Encourage your team members to reflect on their performance and share their thoughts before you provide feedback. This approach promotes self-awareness and helps them take ownership of their growth.

Before offering feedback, ask questions like, "How do you feel this project went?" or "What areas do you think could be improved?" These questions create a dialogue and allow your team members to take the lead in assessing their performance.

d. Keep It Timely and Meaningful

Feedback is most effective when it's timely.

Don’t wait for the next meeting to address successes or concerns. Provide feedback as soon as possible so it’s relevant and actionable.

Be specific. Instead of vague comments like “Good job,” tie feedback to concrete examples and clear goals. Specificity helps your team learn from both successes and mistakes.

#5. Lightning Talks: A Simple Way to Grow Your Team

One of the easiest ways to foster growth is through Lightning Talks.

These quick, focused presentations allow team members to share something valuable with the group.

What are Lightning Talks?

They’re short presentations—usually just a few minutes long—in which team members share insights, skills, or experiences. Topics can range from work-related strategies to personal interests or fun facts.

This is an idea I learned from the CEO of PhoneBurner, Chris Sorenson, and I've found it to be a helpful tactic for training. Here's why:

They build confidence.

Practicing short presentations helps improve communication skills in a low-pressure setting.

They encourage knowledge-sharing

Team members share their expertise, breaking down silos and spreading knowledge.

They foster collaboration

Sharing insights creates a culture of openness and growth where everyone feels valued.

I've found it helpful to include these talks in your regular team meetings. Depending on the size of your team will determine how frequently you should consist of them. For what it's worth, I've held them weekly and bi-weekly.

Over to you

Remember, personal investment leads to professional development.

By investing in your team’s path, strengths, training, and feedback, you’ll foster a culture of growth that benefits everyone. When you invest in people, they invest in your mission, driving your organization forward.

Start small, stay consistent, and watch your team thrive.