I often ask Leaders: ‘what do you like most about your role?’ The answer varies, but there’s always one common denominator: The People.

I also ask Leaders who leave companies: ‘what didn’t you like about your role?’ The answer remains the same: The People.

While we may think Leaders come to work for the money, the projects, the titles, the mission statement of the company, the real reason why Leaders stay or leave companies, comes down to the circle of people around them.

This is why choosing your leadership team, as a Leader, is so important. Your leadership team is not just a team that reports to you. Your leadership team doesn’t just manage projects, create efficiencies, hit the number and get the work done. Your leadership team doesn’t only focus on keeping you in the loop of everything that's happening.

Your leadership team is the group of individuals that will either motivate and inspire you to go above and beyond, or they will drive you to burn out, toxic leadership and force you to leave.

It's imperative that you choose a team of individuals that you're going to enjoy working with every day as a leader.

Even though you have a lot more influence over what your day looks like in your leadership role, your circle of leadership team members will be the constant in your day. Your leadership team will set the tone during your interactions, which can either provide you with energy, or drain you.

When hiring for an open position amongst your team, you can easily fall into the trap of narrowing in on their skills and ability to do the job well. Leaders often lose sight of who the person sitting across from them actually is, and neglect to spend time on understanding the wants, needs, characteristics and personality of the candidate.

Things to consider when hiring a Leader to join your leadership team:

• The energy they bring during the interview.

• Are they solution oriented or complaint focused?

• Are they open-minded or opinionated?

• Will this person be receptive to challenging feedback from yourself or the other Leaders?

• Is this someone you will enjoy interacting with on a daily basis?

• Could you see this candidate as a successor of your role?

• What resonates with you when the interview is over?

• Do you feel energized leaving the interview, or drained?

We spend a lot of time at work; about 25% of our lives are spent working. Some of us, even more. Your work relationships are just as important as your family and friend relationships. If the relationships at work are strong, and bring you energy, there’s a good chance you will enjoy coming into work and giving it your best. If your relationships are toxic, confrontational, or you dread being around certain individuals, chances are you are not going to be at the top of your game.

How do you ensure you have consistent energetic days?

You hire and surround yourself with people who bring energy, an open mind, and a can-do attitude to the table.

If you hire with behavior, mindset, and energy in mind, you will have a team that fuels your energy. You're going to feel energized at work. When you connect with those team members, you are going to feel energized. The same goes for the team, they will feel your energy and transfer this onto themselves and others.

This is how you create a culture within your leadership team where they can thrive.

This creates an environment where your leadership team feels good about coming into work.

The key to having an excellent day is surrounding yourself with individuals who leave you feeling energized after your conversation.

Don't just look for team members who have experience, the skills, the efficiencies or the speed to do the role. You need to look at the relationship potential with the candidate.

Your days will be spent connecting with your team members on challenges and concerns, often resulting in risks or major impacts to the organization. Those challenges can build character, but they can also bring out the worst in people. You need to identify talent that can thrive when faced with adversity, who will seek consultation from you, who prefer to brainstorm as a group, and will discuss potential solutions.

Why?

Because that environment is much more engaging and fun to be part of, than an environment where the team is negative and wants to throw in the towel when it gets tough.

The key take away: make sure you hire, promote and sponsor the right team members to be part of your leadership team. Make sure you do your due diligence in getting to know people before you put them on your leadership team.

Your leadership team has a direct impact on the culture, the environment and the energy amongst the team.