The Team Building Series: From Purpose to People
From Purpose to People
Turning a vision into a team that believes in it.
When my mandate landed, I had clarity on why we existed—but not a single person to do the work.
No org chart, no inherited structure, no ready-made specialists waiting in the wings. Just a set of outcomes and a deadline.
I realized quickly that purpose means nothing until it’s carried by people who believe in it.
So my first task wasn’t hiring, it was defining the work and identifying the right kind of people who could stay grounded while the team was still taking shape.
Who could handle ambiguity?
Who would build systems where none existed?
Who could stay steady while everything felt temporary?
Those answers became the blueprint for who I invited in.
Before I even posted a single job, I started socializing the concept, talking about the work in hallway conversations, committee meetings, and anywhere people were listening. I wanted people to see where we were heading and why it mattered. The goal wasn’t recruitment; it was sparking interest. The ones who leaned in, asked questions, and couldn’t stop talking about the idea became my early champions. Those who got genuinely excited became the ones I wanted beside me. When you talk about the mission with conviction, the right people will find their way to you.
I also knew I needed my team leads in place early. They wouldn’t just manage the work—they’d help shape the culture and set the frame for everything that came next. My strongest player was already identified, someone well-respected and recommended as a wealth of knowledge. He was away on French-language training and needed to finish before joining us. I made sure everyone knew he was coming, when he’d arrive, and what he’d bring to the table. It created a real sense of anticipation—almost like a family waiting for one of their own to come home.
Those early conversations, that sense of waiting for the right people, taught me patience and perspective. I couldn’t just fill seats—I had to protect the integrity of what we were building. Starting from zero forced me to think differently. I stopped chasing résumés that looked impressive and started listening for language that revealed values. I looked for the ones who said “we” instinctively, even when talking about past projects.
Because skill is teachable; ownership isn’t.
Practical Takeaway If you’re building a team from scratch:
Start with function, not titles. Define what needs to exist before you name the roles.
Hire for character. Look for resilience and steadiness, not perfection.
Talk about the mission early. The people who light up when you do are the ones you want.
The people you choose first will quietly shape everything that follows.
How do you decide who belongs on your team when all you have is a purpose and a deadline?
