As your practice grows and your team expands, switching from the role of “entrepreneur” to “business manager” can require learning an entirely new skill set, says Sara Gilbert, founder of Strategist Business Development in Montreal.

Your business can’t thrive without the support of a high-functioning team whose members take pride in their work. As a leader, your job is to ensure that individual team members can leverage their strengths in a way that complements the goals of the business, Gilbert says.

Here are three tips to building an elite team:

1. Foster open communication
Members of your team should feel encouraged to share their ideas without fear of judgment, Gilbert says. No one on your team should feel that his or her opinions aren’t valued.

You can foster open and honest communication by hosting regular meetings to discuss strategy. “Encourage people to bring their own ideas,” Gilbert says. “And, yes, that does mean they will make mistakes. But let them make mistakes.”

Even if you don’t agree with a colleague, let him or her run with their idea, if only once in a while. “Build a culture where it’s okay to try different things,” Gilbert says.

2. Share your vision
It’s hard for people to remain motivated if they’re always focused on short-term tasks.

“People thrive on doing things bigger than themselves,” Gilbert says, “so share your vision of the business.”

One way to ensure that your vision is shared among the team is to host a yearly off-site meeting. This type of event creates an opportunity for you and your staff to brainstorm the direction of the business over the next few years, Gilbert says.

Some teams hold their off-site meetings during a weekend retreat, Gilbert says, where the team can also bond over an outdoor activity, such as skiing. If you don’t have an entire weekend to spare, you can rent a private room in a restaurant for the afternoon.

3. Encourage accountability
Avoid micro-managing employees and encourage them to take the reins with various projects and tasks around the office. “Everyone needs to be responsible for pulling their own weight,” Gilbert says.

If you don’t hold your team accountable, Gilbert adds, they won’t feel valued or that their work makes much of a difference.