Building the right team is one of the most important factors in any organization’s long-term success. At the core of this idea is a principle highlighted by Jim Collins in his classic book Good to Great: it’s not just about having people on the bus—it’s about making sure you have the right people on the bus and that they are in the right seats.
Every person deserves to be happy in their work, and happiness comes when skills, passions, and values align with a company’s mission. Without this alignment, both the individual and the organization will suffer. That’s why leaders must continuously evaluate team members fit on the team- both generally and specifically.
Step 1: Know Where Your Bus is Going
Creating a shared set of values and alignment on performance obligations is critical to establish your organization’s culture and identity. Are you the F1 paced rocket ship software company looking to move fast and break things? Are you the mom-and-pop shop looking to build community connections? The first step is making sure you know what your bus looks like and what your route to success is. It is important to note that as your organization evolves, so too will the bus and the bus route.
Step 2: Make Sure You Have the Right People on the Bus
After you as a community have established what your values are, it is important to make sure your teammates are all on the same page. Talent alone isn’t enough; the right people also share the organization’s vision, values, and energy. If someone simply isn’t the right person—whether because of values misalignment, lack of accountability, or unwillingness to grow—it is better for everyone if they step off the bus.
This isn’t about failure or blame. It’s about respect for both the individual and the team. Keeping the wrong person on the bus holds everyone back. Letting them go creates space for both the organization and the individual to thrive in more suitable environments.
Step 3: Put People in the Right Seats
Sometimes, the problem isn’t the person—it’s the seat. A gifted team member may find themselves in a role that doesn’t play to their strengths. In that case, leadership should work to find a better seat. This requires flexibility, humility, and creativity.
Seats will inevitably change over time as the business evolves, markets shift, and people grow. A role that was perfect two years ago may no longer be the right fit today. Leaders must regularly check in to ensure alignment and be willing to adjust roles so team members continue to contribute meaningfully while feeling fulfilled.
Step 4: Recognize When Someone Is on the Wrong Bus
Even harder than shifting seats is recognizing when someone is on the wrong bus altogether. When an employee’s values or aspirations don’t align with the company’s direction, forcing them to stay becomes a disservice. The individual feels stuck, and the organization struggles to maintain cohesion.
In these cases, the best outcome for both parties is an honest conversation and a respectful separation. It may feel difficult in the moment, but it creates freedom: for the employee to find the right bus, and for the company to continue moving forward with clarity.
It is also important to note that the bus changes and so to do the individuals on the bus. While a fit may have been great at one point, evolution can cause that to erode. Perhaps the company has grown or shrunk. Perhaps the company has embraced a remote work culture or shifted folks back into the office. Perhaps an employee’s life circumstances have changed such that their values no longer align with the company. These are not failures, they are realities in a dynamic world. Be honest with yourself and with your teammates. Everyone deserves happiness and the best way to achieve that is empathetic but radical candor.
Why It Matters
Success is built not just on strategy or vision, but on people. Having the right people in the right seats ensures that the bus moves forward with purpose and energy. It builds a culture of trust, collaboration, and shared commitment—while honoring the truth that everyone deserves to be happy in their work.
If you’re building or leading a team, remember these guiding principles:
- Know Your Bus. Establish your values and your route to success. Continuously revisit these items to ensure that you and your teammates understand your shared identity.
- Find the Right People. Find folks to join your team who share the same values and are aligned on what success looks like.
- Find the right seat. Make sure team members are in roles that maximize their talents and passions.
- Check the bus. Ensure alignment between the company’s direction and each person’s values.
With these steps, organizations can create teams that not only succeed but also thrive.
