On Awards and Recognition

Reflections on what awards really mean, the pattern of talented teams, and the privilege of leading people smarter than yourself. Written after learning about the Colombia Digital nomination, before knowing we'd win.

The Call

A couple of days ago, Juan Diego called to tell me that German Vargas Lleras's website had been nominated for Best Political Site in Colombia 2009. That site—its communications strategy, social media integration, and results monitoring—is one of the clients we've been developing at 3Metas, the digital strategy company we founded in January 2009.

The news put me in a euphoric, reflective mood. I started thinking about what this recognition means and arrived at some conclusions I want to share.

The Pattern of Excellence

This isn't my first award nomination. Looking back:

2006

Proexport.com.co

Won e-Government category. A site I developed from start to finish.
2007

Ministry of Social Protection & Tourism Fund

Finalists in Online Government and Colombia Image Promotion categories.
2009

Vargaslleras.com

Nominated for Best Political Website.

What do these projects have in common? What's the thread connecting them?

The immediate and obvious answer: the incredible talent of the people who worked on these sites. Super-talented teams that cared about every detail. More than recognition for a company or individual, these awards acknowledge the marvelous talent of people I've worked with across different companies over recent years.

To Those Teams

Thank you for your dedication and the countless hours you invested in creating things that go off the map—things beyond what people expect, exceeding any expectations. Your talent is so special that you stand out again and again.

Building 3Metas with Excellence in Mind

When we began planning and building 3Metas, we decided to establish parameters of quality, innovation, and service that would put us in a different category—and eventually be recognized for it. We set plans that included a nomination like this one.

We've achieved it in less time than any of us could have dreamed, and it's truly impactful. This team is doing things exceptionally well. They're extremely talented, and I'm grateful every day for the opportunity to work with them and lead some tasks while being constantly surprised by the innovative, professional, and super interesting directions they take under their own execution.

Leading the Talented

Leading talented people—those with the potential to create disproportionate amounts of value relative to the resources organizations provide them—people smarter than you, is always a challenge.

As Rob Goffee and Gareth Jones write in their book: "Smart people produce amazing results. Organizations need them. They are the competitive difference."

What Makes Talented People Special

They create disproportionate value: Their output far exceeds their input
They constantly learn: Growth mindset is their default mode
They find joy in excellence: Quality work is intrinsically motivating
They elevate others: Excellence is contagious in great teams

I hope I'm doing something right by forming teams that consistently show up as winners, that learn constantly, that have fun, and that—in most cases—are happy.

The Supporting Cast

Beyond the incredible teams that have achieved these recognitions for the companies and clients we've served over the years, we must also acknowledge and thank all those who give us courage, strength, support, motivation, and above all, encouragement to embark on projects and companies that seem impossible.

To everyone—from the board of directors, family, friends, competitors, or clients—who offers friendship, advice, points out a path, or helps us see things differently:

Thank You

These results wouldn't be possible without your support. Awards recognize the team's execution, but that execution is only possible because of the ecosystem that supports, challenges, and believes in us.

Lessons on Building Winning Teams

Hire people smarter than you: Your ego can handle it, and your results will prove it was right
Set high standards from day one: Excellence compounds; mediocrity compounds faster
Give credit generously: Awards belong to the team, not the founder
Create space for surprise: The best work happens when talented people have room to innovate
Measure happiness, not just output: Miserable talented people eventually leave or stop being talented

Modern Context: Managing Talent in 2025

Looking back from 2025, the principles remain but the execution has evolved:

• Remote work is default: Talent pools are global, not local
• AI augments talent: The best people leverage AI to 10x their output
• Learning is continuous: Half-life of skills is measured in years, not decades
• Portfolio careers are common: Top talent often works with multiple companies
• Equity matters more: Talented people want ownership, not just salary

But the core truth endures: great results come from talented teams who care. Technology changes, markets shift, but exceptional people creating exceptional work remains the only sustainable competitive advantage.

The Real Award

Whether we win this award or not, the real prize is already ours: we've built a team of exceptionally talented people who love their work, learn constantly, and produce results that exceed expectations.

The trophies and recognition are nice validation. But the privilege of working with brilliant people who make you better every day—that's the award that matters most.