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TeamWork: How to Build a High-Performance Team
Great your team on the same page with TeamWork.
Do you wish your employees felt more energized and engaged? Would you like them to be on the same page and fully aligned with your goals?
Your business success depends on your ability to align and develop the people who work for you. High-performance teams are built intentionally by leaders who understand the three essential components of growth: alignment, development, and transition.
TeamWork breaks each of these components down into actionable processes, with steps you can take immediately to start making a difference today. Learn how to create teams that work the way you want them to. Then, discover ways to scale those teams, keeping them aligned with your objectives—and with each other—as your business grows.
If you want your teams to excel, TeamWork can fast-track your path to a winning business with a thriving culture.
Do you wish your employees felt more energized and engaged? Would you like them to be on the same page and fully aligned with your goals?
Your business success depends on your ability to align and develop the people who work for you. High-performance teams are built intentionally by leaders who understand the three essential components of growth: alignment, development, and transition.
TeamWork breaks each of these components down into actionable processes, with steps you can take immediately to start making a difference today. Learn how to create teams that work the way you want them to. Then, discover ways to scale those teams, keeping them aligned with your objectives—and with each other—as your business grows.
If you want your teams to excel, TeamWork can fast-track your path to a winning business with a thriving culture.
225 pages, Kindle Edition
Published November 30, 2021
136 people are currently reading
731 people want to read
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Displaying 1 - 22 of 22 reviews
March 3, 2023
I saw Natalie speak at a seminar and knew I was going to love this book. It definitely lived up to my expectations.
It is the most actionable book on business I have ever read. She doesn’t just give you big concepts and leave you to figure it out, she tells you what works and gives you all the tools to do it.
If you are a leader/manager in business I would recommend this book to you in a heartbeat.
It is the most actionable book on business I have ever read. She doesn’t just give you big concepts and leave you to figure it out, she tells you what works and gives you all the tools to do it.
If you are a leader/manager in business I would recommend this book to you in a heartbeat.
January 26, 2024
Probably super helpful for a new business owner. There were lots of little nuggets I am holding onto for future needs. Feels like a how-to guide to starting a business like a pro instead of a rookie.
February 22, 2022
Addressed all the key areas
I found the book informative. Although I’m not directly involved in developing the mission statement I can tie the recommendations outlined in areas such as job description, interviewing, performance reviews, etc to my current role. I would recommend the book to my colleagues who are managers.
I found the book informative. Although I’m not directly involved in developing the mission statement I can tie the recommendations outlined in areas such as job description, interviewing, performance reviews, etc to my current role. I would recommend the book to my colleagues who are managers.
January 19, 2026
Here is a summary of the nuggets I've found most meaningful. Enjoy!
Think of your team as an engagement cycle – employee alignment, employee development, and employee transition.
Your mission statement (reason for being; heartbeat) is for your TEAM, and your brand statement is for your CLIENTS. The idea is to have a mission statement that creates confidence in the people you will need on your team by giving them the realistic expectations you have for their alignment within your business.
Your need for a vision statement (where you’re going) should help drive your future growth. There should be three versions – one for your team, one for your brand, and one for your revenue. You cannot have the same goals for all three areas, or you would not be able to facilitate any type of growth; they would be dependent on one another.
Your core values (define your culture) should be a tool that helps you filter out who fits and who doesn’t. There should be a distinct method – can you hire from it? Can you reward from it? Can you fire from it? Your core values should reflect your vision and your mission, but also realize that no value lives on its own.
3 Part Interview Process
The Cultural Interview Process: Do they have the behavioral attributes necessary to be culturally aligned? It is good to determine early on if the candidate will be a good cultural match for your goals.
The Operational Interview: Does the candidate have the technical skill set and experience to have a high level of effectiveness?
The Core Values Interview: This process determines if the candidate is on the same page with company goals – this should help you quickly determine if they are aligned with your business.
PPF Goals
Satisfying personal, professional, and financial (PPF) goals can be done by setting realistic goals for yourself. Personal, professional, and financial goals can change your life. A great framework to implement a PPF conversation in your business is by using SMART:
Specific – What are you going to accomplish?
Measurable – How can you track this progress?
Attainable – Are you able to accomplish this goal?
Relevant – Why is this important to you?
Timely – When will you accomplish this?
It is important to remember that you can’t rush the PPF conversation, and you should allow the employee to take their time pondering these – they may not have thought about this before.
One On Ones
One on one meetings should be taken seriously within your company and conducted with the vision statement in mind. There should be a template for the meeting that is used across all departments and conducted no matter how many employees are on the roster. The one on one is a way to ensure that all areas of communication within the business infrastructure are open and operating efficiently.
Quarterly Team Meetings
Every business should be conducting a quarterly meeting consisting of a presentation deck that flows from cultural to operational to financial (in that order). At the end of each meeting there should be a time for questions and answers – allowing the team members to address the questions that they have or any ideas that they want to address that have not come up in one on ones.
Employee Maturity Model
Every position in your business should be viewed as a potential career path and not just another job. An Employee Maturity Model takes the guesswork out of the equation for the employee (and you), because it lets the employee know what they can expect if they strive for greater things in their current position. The goal of this model is to provide clear boundaries and outlines for every position including the managerial roles, pay, etc.
Performance Reviews (and Improvement)
Performance reviews should be a combination of employee review and employer review. The employee should have a time where they need to answer questions regarding their performance and then come together with the manager conducting the review to determine if everyone is on the same page. From most of these types of meetings, there should be some determinations made. Is the employee on the right path? Are they fulfilling their position? These are questions that may be brought up if there is a promotion or raise in question and may determine if the employee gets it.
Firing
The firing process helps to instill culture in the business, establishes stories, removes noise, and removes friction. The goal is client success – you have to make sure you capitalize every opportunity without giving them too much room to stray from the stated mission and values.
Think of your team as an engagement cycle – employee alignment, employee development, and employee transition.
Your mission statement (reason for being; heartbeat) is for your TEAM, and your brand statement is for your CLIENTS. The idea is to have a mission statement that creates confidence in the people you will need on your team by giving them the realistic expectations you have for their alignment within your business.
Your need for a vision statement (where you’re going) should help drive your future growth. There should be three versions – one for your team, one for your brand, and one for your revenue. You cannot have the same goals for all three areas, or you would not be able to facilitate any type of growth; they would be dependent on one another.
Your core values (define your culture) should be a tool that helps you filter out who fits and who doesn’t. There should be a distinct method – can you hire from it? Can you reward from it? Can you fire from it? Your core values should reflect your vision and your mission, but also realize that no value lives on its own.
3 Part Interview Process
The Cultural Interview Process: Do they have the behavioral attributes necessary to be culturally aligned? It is good to determine early on if the candidate will be a good cultural match for your goals.
The Operational Interview: Does the candidate have the technical skill set and experience to have a high level of effectiveness?
The Core Values Interview: This process determines if the candidate is on the same page with company goals – this should help you quickly determine if they are aligned with your business.
PPF Goals
Satisfying personal, professional, and financial (PPF) goals can be done by setting realistic goals for yourself. Personal, professional, and financial goals can change your life. A great framework to implement a PPF conversation in your business is by using SMART:
Specific – What are you going to accomplish?
Measurable – How can you track this progress?
Attainable – Are you able to accomplish this goal?
Relevant – Why is this important to you?
Timely – When will you accomplish this?
It is important to remember that you can’t rush the PPF conversation, and you should allow the employee to take their time pondering these – they may not have thought about this before.
One On Ones
One on one meetings should be taken seriously within your company and conducted with the vision statement in mind. There should be a template for the meeting that is used across all departments and conducted no matter how many employees are on the roster. The one on one is a way to ensure that all areas of communication within the business infrastructure are open and operating efficiently.
Quarterly Team Meetings
Every business should be conducting a quarterly meeting consisting of a presentation deck that flows from cultural to operational to financial (in that order). At the end of each meeting there should be a time for questions and answers – allowing the team members to address the questions that they have or any ideas that they want to address that have not come up in one on ones.
Employee Maturity Model
Every position in your business should be viewed as a potential career path and not just another job. An Employee Maturity Model takes the guesswork out of the equation for the employee (and you), because it lets the employee know what they can expect if they strive for greater things in their current position. The goal of this model is to provide clear boundaries and outlines for every position including the managerial roles, pay, etc.
Performance Reviews (and Improvement)
Performance reviews should be a combination of employee review and employer review. The employee should have a time where they need to answer questions regarding their performance and then come together with the manager conducting the review to determine if everyone is on the same page. From most of these types of meetings, there should be some determinations made. Is the employee on the right path? Are they fulfilling their position? These are questions that may be brought up if there is a promotion or raise in question and may determine if the employee gets it.
Firing
The firing process helps to instill culture in the business, establishes stories, removes noise, and removes friction. The goal is client success – you have to make sure you capitalize every opportunity without giving them too much room to stray from the stated mission and values.
November 5, 2024
Teams make any organization to standout no matter the situation.
Your business/organization cannot become an entity to be reckoned with unless you have been able to build a team of employees that can take your business/organization to the next level at every point in time. And to do this, you need to know the right systems and strategies that will help you build a high performance team.
TeamWork by Natalie Dawson teaches any business owner or head of any organization unique but proven and profitable systems/strategies to build a high performance team that will take any business or organization to the next level and cause them to standout among the rest at any point in time.
The systems/strategies outlined in the book TeamWork ultimately results in aligning employees with business (or organizational) objectives-for measurable returns in investment.
Your business/organization cannot become an entity to be reckoned with unless you have been able to build a team of employees that can take your business/organization to the next level at every point in time. And to do this, you need to know the right systems and strategies that will help you build a high performance team.
TeamWork by Natalie Dawson teaches any business owner or head of any organization unique but proven and profitable systems/strategies to build a high performance team that will take any business or organization to the next level and cause them to standout among the rest at any point in time.
The systems/strategies outlined in the book TeamWork ultimately results in aligning employees with business (or organizational) objectives-for measurable returns in investment.
September 22, 2024
awesome take aways
I bought the book for my leadership team and we have been dissecting each step. They are enjoying the read. I’m happy to say, my management team had already incorporated many of the steps. We are tweaking areas of improvement and aligning our model with Cardone’s. The management team is excited about the process and we are learning together. We are changing our interview process, aligning our vision, goals, and core values with business functions in mind, looking to build a power house environment to go fully remote in 3 years. Thanks for writing Team Work. As an owner, I have a better perspective on how to incorporate a meaning by in with all team members. I have learned a lot reading this book. Great read.
I bought the book for my leadership team and we have been dissecting each step. They are enjoying the read. I’m happy to say, my management team had already incorporated many of the steps. We are tweaking areas of improvement and aligning our model with Cardone’s. The management team is excited about the process and we are learning together. We are changing our interview process, aligning our vision, goals, and core values with business functions in mind, looking to build a power house environment to go fully remote in 3 years. Thanks for writing Team Work. As an owner, I have a better perspective on how to incorporate a meaning by in with all team members. I have learned a lot reading this book. Great read.
March 17, 2024
Great book outlining critical processes in attracting, aligning, and developing a team. Drops incredible nuggets of wisdom including thoughtfulness on developing core values, form templates, and testimonials of clients putting these ideas into action. I went to the People seminar two months ago where much of this content was covered, and it is nice to have a reference point to go back to and share for developing People and HR related functions that are critical to scaling a business the right way. These ideas have been the catalyst of much change in both of my businesses.
June 17, 2025
This book was absolute gold! For anyone trying to develop a team and has an employee, this book hits every single nail on the head and will resonate with you deeply no matter your industry. Highly recommend for every business owner to read before they have their first hire and honestly even annually afterwards. I’ve paid thousands for coaching, training, courses and this book gives you the step by step blueprint with examples on team development and even provides free templates that you can download and use immediately. Highly recommend!
March 24, 2022
As an employee, this was very fascinating to read and see how my past offices and management could improve if they even did a couple things from Natalie’s book. A lot of great ideas that I wish more companies implemented.
March 11, 2022
Very practical business book - no fluff!
I really enjoyed reading this book. It was straight to the point and VERY practical. This will definitely be a required read for my team.
I really enjoyed reading this book. It was straight to the point and VERY practical. This will definitely be a required read for my team.
December 14, 2022
Actionable
She’s good. The book is great to implement especially for small businesses who don’t have any systems in place. Recommend
She’s good. The book is great to implement especially for small businesses who don’t have any systems in place. Recommend
March 31, 2023
Great book for small business owners and big organizations to create a high performing team! I am glad I found this book. I will now be more prepared to higher a great team.
June 6, 2023
Very informative while engaging
December 4, 2023
Great way to develop a team
Natalie goes over the correct ways to develop a motivated in winning team which is something that every business is to do.
Natalie goes over the correct ways to develop a motivated in winning team which is something that every business is to do.
December 28, 2023
Heard of this, but I need to confirm it myself
September 25, 2024
Excellent book. Very practical too. I listened to the audio book during my runs, and now I will be ordering the hard copy. 5⭐️.
March 12, 2025
The book is awesome to read to build teamworks
April 13, 2025
Natalie Dawson speaking of the understanding one needs to have with subordinates or employees is a very strategic way to grow a company or community
This entire review has been hidden because of spoilers.
December 9, 2025
please how do I get the PDF file?
Want to read
November 9, 2024This book is really amazing.... Thanks 😊
May 13, 2023
I love Natalie’s no nonsense approach to teaching about building good teams. I’ve known Brandon for many years and I’m thrilled that he and Natalie have formed an amazing duo to help us all build scalable businesses! I will be re-reading this book and taking notes, over and over!
Displaying 1 - 22 of 22 reviews