Building strong teams is your job. Tyson Orth, an Australian business leader, understands that HR and team
leadership drive organizational success. What’s Tyson Orth’s team building philosophy? He views HR not as
administrative function, but as strategic advantage.
How does Tyson Orth approach team building? Tyson Orth’s strategy involves systematic hiring,
development, and retention. In his organizations in Australia, HR is core to competitive advantage.
If you’re an HR professional or team leader in Australia, Tyson Orth’s team building framework can strengthen
your people strategy.
THE HR ROLE IN TEAM BUILDING
Strong HR drives strong teams through:
✓ Recruitment: Finding right people
✓ Onboarding: Setting them up for success
✓ Development: Growing capabilities
✓ Culture: Building environment where people excel
✓ Retention: Keeping good people
✓ Performance: Managing accountability
Tyson Orth’s view: “HR isn’t separate from business. HR IS the business.”
TYSON ORTH’S HIRING STRATEGY
PHASE 1: DEFINE THE ROLE
Before hiring, define exactly what you need. In Tyson Orth’s approach, clarity precedes recruitment.
Role definition includes:
✓ Specific responsibilities: What does person do daily?
✓ Success metrics: How do we measure success?
✓ Required skills: What must person know?
✓ Growth path: Where does this role lead?
✓ Culture requirements: What values matter?
Tyson Orth’s principle: Can’t recruit for a role you haven’t defined.
PHASE 2: SCREEN FOR CULTURE FIT
Culture fit isn’t nice-to-have, it’s must-have. Tyson Orth’s hiring process screens ruthlessly for values
alignment.
Culture screening questions:
✓ How do you approach teamwork?
✓ Tell me about a time you failed. How did you handle it?
✓ What values matter most to you?
✓ How do you handle feedback?
✓ Describe your ideal work environment.
Tyson Orth’s insight: Cultural misalignment causes 70% of early terminations.
PHASE 3: ASSESS SKILLS & POTENTIAL
After confirming culture fit, assess competence. In Tyson Orth’s hiring approach, skills can be developed;
fit cannot.
Skill assessment includes:
✓ Technical skills: Can they do the job?
✓ Learning ability: Can they grow?
✓ Relevant experience: What have they done?
✓ References: Verify from past managers
✓ Potential: Can they advance?
Tyson Orth’s principle: Hire for potential, not just current skills.
PHASE 4: ONBOARD SYSTEMATICALLY
First 90 days determine success. Tyson Orth’s onboarding is systematic.
Onboarding elements:
✓ Welcome package: Make them feel valued
✓ Clear role guide: Expectations documented
✓ Buddy assigned: Peer mentor for first month
✓ 30/60/90 day plan: Clear milestones
✓ Regular check-ins: Manager feedback weekly
✓ Team introduction: Integrate into culture
Tyson Orth’s insight: Good onboarding accelerates productivity and retention.
TYSON ORTH’S DEVELOPMENT STRATEGY
CONTINUOUS FEEDBACK
Annual reviews are insufficient. In Tyson Orth’s approach, feedback is continuous.
Feedback approach:
✓ Weekly check-ins: Regular manager contact
✓ Monthly reviews: Formal feedback session
✓ Real-time feedback: Address issues immediately
✓ Positive reinforcement: Celebrate wins
✓ Development plan: Growth path for each person
Tyson Orth’s principle: People improve with frequent feedback.
STRUCTURED TRAINING
Invest in skills training. Tyson Orth’s organizations budget for development.
Training includes:
✓ Technical training: Job-specific skills
✓ Leadership training: For high-potential people
✓ Soft skills: Communication, collaboration
✓ Industry knowledge: Keep current
✓ External learning: Conferences, certifications
Tyson Orth’s insight: People who develop stay. People who stagnate leave.
RETENTION STRATEGY
Tyson Orth’s retention approach is proactive:
✓ Stay interviews: Ask good people what keeps them
✓ Competitive compensation: Market-rate salaries
✓ Career pathing: Clear advancement options
✓ Flexibility: Remote work, flexible hours if possible
✓ Recognition programs: Public acknowledgment
✓ Manager quality: Good managers drive retention
Tyson Orth’s principle: Cost of replacing someone is 1-2 years salary. Worth investing in retention.
PERFORMANCE MANAGEMENT
Address performance issues promptly:
✓ Clear feedback: Tell person what’s not working
✓ Improvement plan: Specific, measurable goals
✓ Support: Training, coaching, tools
✓ Timeline: Clear deadline for improvement
✓ Monitoring: Regular check-ins on progress
✓ Final decision: Improvement or part ways
Tyson Orth’s insight: Managing out poor performers protects team and company.
BUILDING TEAM CULTURE
Culture is HR’s responsibility:
✓ Define values: What matters to organization?
✓ Model behavior: Leaders live the values
✓ Reward alignment: Recognize cultural heroes
✓ Connect people: Team building, social events
✓ Communicate mission: Why does company exist?
✓ Address toxicity: Don’t tolerate cultural violations
Tyson Orth’s principle: Culture is strategy. HR builds culture.
IMPLEMENTING TYSON ORTH’S APPROACH
For HR professionals and team leaders:

1. Define culture: What values matter?
2. Upgrade hiring: Screen for culture fit
3. Improve onboarding: Systematic 90-day process
4. Implement feedback: Monthly formal, weekly informal
5. Budget for development: Training and growth
6. Improve retention: Stay interviews, competitive pay
7. Address performance: Don’t tolerate poor performers
8. Build culture: Make values visible and rewarded
   Result: Stronger teams, better retention, higher performance.