PushPress Operating Tenet #11: Build & Elevate The Best Teams
Estimated read time: 4 minutes
As building the team is THE most important thing a company can do - this will likely be one of the longest reads in the “tenets series”.
TLDR: Building a world-class team means hiring for both current ability AND future potential. At PushPress, we've learned that hiring patience pays off, skill gaps can be taught but character can't, and one championship-caliber player creates more impact than three average performers. For gym owners, the same rule applies: your member experience will never exceed your team quality.
The team you build is the company you build. Everything else is just a consequence of the caliber of your team.
— Marc Andreessen
Recap: Aligning on What Matters
Yesterday, I explained our "Disagree & Commit" tenet - how we debate like hell but execute as one. Today, we're hitting the first leadership principle: building badass teams.
If you're just tuning in, we ditched fluffy core values for operating tenets that actually guide real decisions and behaviors at PushPress.
What "Build & Elevate The Best Teams" Really Means for PushPress
Here's our definition:
The strength of PushPress is defined by the people we attract, develop, and retain. Building a world-class team starts with having a sharp eye for talent and an unwavering commitment to raising the bar. We dig deep into every candidate, challenge hiring decisions that don't meet our standards, and hold the same high expectations for performance. We move quickly to address mis-hires, invest in developing top talent, and ensure our best people have the challenges and opportunities to thrive.
In plain English: The quality of our team directly determines how well we serve our customers. Every hire matters.
Championship Team Playbook: What Really Works
Championship caliber players change everything. You feel their impact immediately. They solve problems you didn't know existed. They elevate everyone around them and attract other top performers. This talent flywheel is why we obsess over team quality.
Character first, always: Skills can be taught. Character can't. We never compromise on integrity, work ethic, or company-first mindset. Period.
Hire for upside: I often pass on "seasoned" candidates for those with massive potential. They still must crush the job today, but hunger to grow matters when you're scaling fast.
Recruitment patience: Yes, covering an open role while interviewing is painful. Hiring someone who's just "OK" hurts way more and for much longer. A-players are worth the wait.
Clear standards matter: Define exactly what success looks like for each role. Vague expectations lead to vague results.
Address gaps quickly: When someone isn't meeting standards, have the conversation now. Respectful directness is kindness in disguise.
Invest in your stars: Give your best people more resources, bigger challenges, and growth opportunities. When they thrive, everyone benefits.
The Netflix Keeper Test: Clarity is Kindness
Clarity is kind. Avoidance is not.
I love Netflix's "Keeper Test" - a simple but powerful framework that drives team growth.
The test forces managers to ask one simple question: "If this person were leaving, would I fight to keep them?"
If yes: Double down. Invest more in their growth and success.
If no: Don't ignore it. Dig into why and have the conversation now.
It also recommends team members to ask their managers “Am I a keeper?” in their one on one meetings to force the conversation.
Non-Keepers Hate This Concept
I’ve been destroyed on social media fro suggesting this is a great framework. To which I’ll reply: only non-keepers think this way. Keepers want to learn where they need to grow, and appreciate any ability to unlock it.
Anyone who’s not willing to hear some hard truths early so they can address them feels like a non-keeper to me.
This framework does several crucial things:
Forces honest conversations between managers and team members
Creates a framework for real-time feedback (why wait 5 months to address something that needs attention now?)
Frames development in terms of growth rather than criticism
Normalizes the idea that everyone must continuously evolve
The Keeper Test isn't about threatening people's jobs. Too often, we avoid tough conversations until it's too late. I would argue that’s less compassionate than being honest and allowing someone the ability to grow.
To be clear: We don't officially use the Keeper Test at PushPress yet. But I love the clarity it provides, and it's worth understanding. I would challenge every team member of PushPress to ask their manager “Am I a keeper” at their next 1 on 1 and see what kind of clarity and value might come out of it.
The Natural Evolution of Teams
One crucial aspect of the championship team mindset that's often overlooked: companies evolve, and so do their needs.
At PushPress, we've learned that:
You should always hire the best people you can at your current company stage
As the company grows, the demands of each position naturally expand
In a growing company, skills that perfectly fit yesterday's challenges might not match tomorrow's needs
Each team member benefits from continuously expanding their abilities as the company evolves
It's equally on us as a company to provide clear frameworks, expectations, and support for that growth
I'll be real - this tenet is something we must put a lot of work into.
When a company is growing fast, everyone zeroes in on one thing: serving customers. Sometimes that means we don't build the systems our team needs to develop alongside us. Part of this tenet is holding ourselves accountable for creating clear growth paths. We must focus on doing this now.
Think about championship sports teams: They don't just recruit talent - they develop it. The best organizations have clear development pathways and invest heavily in player improvement. We need to do the same.
These transitions aren't about worth – they're about willingness to grow alongside the company and our commitment to supporting that growth.
The Results Are Already Showing
We're early in living by this tenet, but we're already seeing the impact. Our product quality has jumped. Feature delivery has accelerated. Customer problems get solved faster. Most importantly, gym owners get more value from every interaction with our team.
Championship teams aim high and deliver championship results.
Championship Thinking for Gym Owners
This shift applies directly to your gym business. The "we're a family" approach that keeps underperforming coaches or tolerates mediocrity might feel comfortable, but it limits your impact on members.
By viewing your staff as a championship team instead, you create clear standards, have more productive feedback conversations, and build a culture where excellence is expected. The result? A gym experience that consistently delivers results for your members and sustainable success for your business.
Tomorrow's post: "Make Decisions & Own Outcomes" - How decisive leadership drives gym business success