Teams tend to drift toward dysfunction without intentional leadership, whilst prioritising rapid growth often leads to rushed hiring, misalignment, and toxic culture. I discuss a better approach in this third of a seven-part series with Andres Zylberberg and Richard Peake; that is, to build teams of “curious achievers” – people who are both responsible and inquisitive. 

These individuals elevate performance, strengthen cohesion, and create meaningful impact. When aligned around purpose and values, such teams generate compounding momentum. The foundation is soul: fostering pride in the product, the manager, the team, and the company to sustain long-term success. 

Takeaways 

• Growth-focused hiring leads to B and C players who lower overall team performance. 
• Curious achievers are both responsible and inquisitive – ideal for building high-performing, soulful teams. 
• Toxicity forms when teams lack clarity, cohesion, and a shared sense of purpose. 
• A-players thrive in environments that value impact, learning, and meaningful contribution. 
• Misaligned teams waste energy on low-impact work and interpersonal friction. 
• Pride in product, team, manager, and company is essential for retention. 
• A better team creates compounding results through trust, accountability, and aligned execution. 

Details of my new book:
Bigger isn’t Better, Better is Better: Avoiding the pressure of endless growth to build a better business (and better life) https://evolutionpartners.com.au/bigger-isnt-better/ 

Watch the episode on YouTube: https://www.youtube.com/@TheEvolutionPartners 

Newsletter – each week I share interesting insights, articles and ideas you can use. Join other leaders and subscribe to The Evolution Partners newsletter https://evolutionpartners.com.au/subscribe/ 

Books – Learn more about our books https://evolutionpartners.com.au/books/
Made to Thrive: The practical, prescriptive guide on how to be a great CEO
Onboarded: How to bring new hires to the points where they are more effective faster. A business case for leaders on why you should commit to an effective onboarded process. 
Onboarded for Managers: Helping managers bring new hires to the point where they are more effective faster.

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