The Power of Being the Glue: Why the Best Teams Aren't Built on Rockstars

The quiet leaders who hold everything together—and why they rarely get the credit they deserve

I Made the Mistake Every New Leader Makes

I wanted rockstars. When I got the opportunity to build my own team, I chased the big personalities. The impressive resumes. The people who looked incredible on paper and sounded even better in interviews. I thought that's what building a winning team meant—assembling the most talented individuals I could find.

I was wrong.

When Everything Changed

I was leading a team that supported broadcast programming across three time zones—Washington DC, London, and Tehran. The work was already complex, coordinating content and talent across continents and cultures. Then the Iranian protests erupted, and our coverage shifted to 24/7 news programming overnight.

My team doubled in size. More programming. More on-air talent to support. More pressure than any of us had experienced before. And in that crucible, I learned one of the most important lessons of my career:

Rockstars don't hold teams together under pressure. Glue people do.

The Hardest Truth I Had to Face

Here's what hit me hardest as I reflected on that experience:

I had been a glue player for most of my career.

I knew exactly what it felt like to be the person who:

• Knew who the other teams were and bridged between them like internal customer service

• Protected the culture and integrity of the workspace

• Remembered what happened last time so we didn't repeat the same mistakes

• Made everyone around me look good without needing to be seen doing it

I knew what it felt like to step in before things broke down. To keep morale up when things got rough. To be the connective tissue that kept everything from falling apart.

And I knew what it felt like to rarely get credit for any of it.

But when I finally got the chance to build my own team from scratch? I celebrated the wrong people. I overlooked the very qualities that had made me valuable because I was chasing what looked impressive from the outside.

What Makes Someone "The Glue"?

Glue people aren't always easy to spot. They're not the loudest voices in the room or the ones with the flashiest portfolios. But once you learn to see them, you can't unsee them.

Glue people are the ones who:

Bridge the Gaps

They know who the other teams are. They understand how different departments think and speak. They translate between groups that might otherwise never connect.

Think of them as internal customer service—always asking "What do you need?" and "How can I help connect you with the right person?"

Protect the Culture

When no one's watching, they're the ones maintaining standards. They protect the integrity of the space and the values of the team. They're not doing it for recognition. They're doing it because they genuinely care about the environment everyone works in.

Remember the Context

They're the institutional memory. They remember what happened last time. They know why that policy exists. They can tell you what worked and what didn't six months ago.

This isn't about gatekeeping information—it's about saving the team from repeating painful mistakes.

Make Everyone Look Good

Maybe most importantly, glue people have a gift for making everyone around them better.

They step in before things break down. They smooth over rough edges. They keep morale up when things get tough. They celebrate other people's wins as if they were their own.

And they do all of this without needing to be seen.

The Problem With Rockstar Culture

Here's what I learned the hard way: when you build a team of rockstars, you don't get a super team. You get competing egos.

Too many stars on one team creates:

Competing Energy Instead of Collaboration

When everyone thinks they should be the lead, nobody wants to play supporting roles. Instead of collaborative energy, you get people jockeying for position and credit.

Resistance to Feedback

Rockstars often believe they've already figured it out. They resist coaching, push back on direction, and assume they know better than everyone else—including their leadership.

Fragmented Focus

When everyone's chasing the spotlight, nobody's connecting the dots. The team becomes a collection of individuals rather than a cohesive unit working toward a shared mission.

The glue people are different.

They don't need the title to lead. They don't wait for permission to help. They don't measure their success by personal recognition.

They know their value—even when the org chart doesn't reflect it.

Why Organizations Get This Wrong

Here's the uncomfortable truth: organizations systematically under-recognize and under-compensate their glue people.

We promote the loud performers who advocate well for themselves.

We celebrate the flashiest individual work and the biggest personalities.

We reward the people who take credit well—even when they weren't the ones doing the invisible work that made success possible.

Meanwhile, the person who made all of that possible is still doing the quiet work, wondering if anyone notices what they actually contribute.

I did this. I celebrated the wrong people for years before I understood what I was missing.

It took building a team under extreme pressure to see the pattern clearly.

What I Wish I'd Known Sooner

If I could go back and talk to my younger self—the one who was just starting to build teams—here's what I would say:

Look for the people who ask questions like:

• "What does the other team need from us?"

• "How can I make this easier for everyone?"

• "What happened last time we tried this?"

• "Who else should be in this conversation?"

Watch for the people who:

• Stay late to make sure the new person feels supported

• Remember birthdays and work anniversaries without being asked

• Jump in to help even when it's not their responsibility

• Give credit away freely and accept it reluctantly

Notice the people whose absence makes everything harder:

This is the real test. When they're out sick or on vacation, does everything feel just a little bit harder? Do things slip through the cracks? Does communication break down?

That's your glue person.

If You're the Glue on Your Team

Maybe you're reading this and seeing yourself.

You're the one who bridges the gaps. You protect the culture. You remember what happened last time. You make everyone look good.

And maybe you're wondering if anyone notices.

Here's what I want you to know:

What you do matters.

The right leaders see you. They may not always say it out loud, but they know that you're the reason everything works. And when you get the chance to build your own team someday—and you will—you'll know exactly what real value looks like.

You'll recognize the glue people immediately, because you've been one.

You'll celebrate the right people, because you understand what actually holds teams together under pressure.

You'll build differently.

For Leaders: A Challenge

If you're in a position to build or lead teams, I have a challenge for you:

Who's the glue on your team?

Not who's the loudest. Not who has the most impressive title or the flashiest work.

Who actually holds everything together?

Take a moment this week to:

1. Identify them - Who makes everything easier just by being there?

2. Thank them - Specifically tell them what you notice and appreciate

3. Advocate for them - Make sure their contributions are visible to leadership

4. Compensate them fairly - Don't let quiet excellence be punished with invisibility

The person who bridges gaps, protects culture, and makes everyone look good is just as valuable—if not more valuable—than the person with the biggest personality or the most impressive individual output.

Maybe more so.

The Team I'll Build Next Time

I learned this lesson the hard way, through trial and error and reflection.

When I get the opportunity to build departments and teams again, I'll know exactly who I'm looking for.

I'll still want talented people. But I'll be looking for a different kind of talent:

• The person who asks about other teams, not just their own work

• The person who steps up when something needs doing, even if it's not in their job description

• The person who makes the new hire feel welcome on day one

• The person who remembers why we do things the way we do

• The person who celebrates other people's wins with genuine joy

I'll be looking for glue.

Because I finally understand: the architecture of high-performing teams is invisible. But once you learn to see it, you can't unsee it. And you'll never build the same way again.

Are you the glue on your team? Or do you work alongside someone who holds everything together?

I'd love to hear your stories. Drop a comment below and let's celebrate the unsung heroes who make great work possible.

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