Team Dynamics Enhancement Techniques

Passionate problem solvers are easy to label as "too negative" or "having an agenda". Here's a good approach to bringing people on the journey: 1. Start with what you see and hear Describe specific behaviors, patterns, or outcomes as objectively as possible (knowing that we can never be truly objective). Be mindful of your potential biases. Are your emotions and perspective narrowing what you bring up? Avoid using loaded or triggering language. Keep it neutral and clear. 2. Invite others to share what they see and hear By starting with your own observations, you are setting an example for the rest of the team. Invite the team to share their perspectives and observations in ways that focus on understanding, rather than labeling or jumping to conclusions. In the right context, it might be better to start here. 3. Look inwards, observe, and listen Just as you describe outward behaviors, turn inward and notice how you feel about what you’re seeing and hearing. Instead of saying, “This place is a pressure cooker,” try, “I feel a lot of pressure.” Avoid jumping to conclusions or ascribing blame. Again, invite other people to do the same. 4. Spot areas to explore With observations and emotions on the table, identify areas worth examining. Avoid rushing to label them as problems or opportunities. Instead, frame them as questions or areas to look into. This keeps the tone open and focused on discovery. 5. Explore and go deeper As potential areas emerge, repeat the earlier steps: describe what you see, invite others to share, and observe how you feel. It is a recursive/iterative process—moving up and down levels of detail. 6. Look for alignment and patterns Notice where people are starting to align on what they’d like to see more—or less—of. Pay attention to areas where there’s consistent divergence—these are opportunities as well. Ask, “What might it take to narrow the divide?” 7. Frame clear opportunities Once patterns emerge, focus on turning them into clear opportunities. These are not solutions—they’re starting points for exploration. For example: “We could improve this handoff process” or “We’re not all on the same page about priorities.” Keep it actionable and forward-looking. 8. Brainstorm small experiments Use opportunities as a springboard to brainstorm simple, manageable experiments. Think of these as ways to test and learn, not perfect fixes. For example: “What if we tried a weekly check-in for this process?” Keep the ideas practical and easy to implement. 9. Stay grounded and flexible Be mindful of how the group is feeling and responding as you brainstorm. Are people rushing to solutions or becoming stuck? If so, take a step back and revisit earlier steps to re-center the group. 10. Step back. Let the group own it Once there’s momentum, step back and hand over ownership to the group. Avoid holding onto the issue as “your problem.” Trust the process you’ve built and the team’s ability to move things forward collectively.

Great teams aren't built on ping-pong tables. They're built on psychological safety and synergy. After learning behavioral economics from legends in the field and spending two decades building and studying winning team dynamics, I am convinced of how behavioral economics and psychology can explain and drive high performance for Teams. This framework merges proven scientific insights with practical team building to create multiplicative success. 💡 The 6 Layers: 6️⃣ Positive Spillover Effects ↳ Success creates team-wide advantages ↳ Personal growth lifts everyone 5️⃣ Intrinsic Motivation Design ↳ Connect work to personal meaning ↳ Internal drive beats external rewards 4️⃣ Incentive Architecture ↳ Align rewards with desired behaviors ↳ Balance individual & collective wins 3️⃣ Status & Relative Position ↳ Clear advancement paths ↳ Transparent benchmarks 2️⃣ Social Proof & Network Effects ↳ Make wins visible across teams ↳ Value grows with connections 1️⃣ Loss Aversion & Security ↳ Clear risk boundaries ↳ Psychological safety nets ✅ Evidence-Based Leadership Tips: ✅ Help teams pre-commit to specific actions ✅ Structure decisions to promote better outcomes ✅ Set strong positive defaults for team processes ✅ Build structured opportunities for relationships ✅ Frame objectives in terms of potential losses ✅ Help teams make future-focused decisions 💡 Remember: ↳ Strong teams multiply organizational success ↳ But you can't skip steps ↳ Start with safety, end with synergy How are these dynamics already at work within your teams? How can you work to build a better team today? ➕ Follow me, John Brewton, for more content like this. ♻️ Repost to invite your network into this important conversation

Here are two coaching techniques I've found effective for transforming team performance: 1. Real-time group feedback: At the end of each monthly and quarterly team meeting rhythm, I provide direct observations about the team’s dynamics to reinforce what's working, address fundamentals, and name issues that need attention. This creates immediate insight, sets expectations, and illuminates a path to improve. 2. CEO post-meeting debriefs: After these sessions, the CEO and I connect 1-on-1 to review the contributions, behaviors, and patterns for each executive (including the CEO). These candid conversations reveal strengths to leverage, blind spots to address, and coaching opportunities both for the CEO with their team and for me with the CEO. What’s the real value? Most CEOs never receive real-time, objective, honest feedback about how they and their executive team interact and perform as a team. Without this outside perspective, growth opportunities are missed, unproductive behavior patterns persist, and accountability for results weakens. In contrast, these two powerful feedback techniques drive lasting behavioral change and measurable team performance gains. How do you build self-awareness, collaboration, and accountability for your leadership team (as a team)? And if you’d like to learn more about team coaching, just ask! #ExecutiveCoaching #LeadershipDevelopment #Accountability #Feedback #Debriefs

Do you feel like despite using personality tests for your people, you're not quite getting the results you hoped for in your team dynamics? Let's talk about why and explore three steps to positively shift your team dynamic! The Limitations of Personality Tests: While personality tests offer insights, they often fall short in capturing the complexity of human behavior in a work setting. People are dynamic, and relying solely on these tests can lead to oversimplification and misinterpretation. Here are Three Steps to Transform Team Dynamics: 1. Embrace Individual Complexity: Recognize that individuals are more than a set of personality traits. Embrace the complexity and uniqueness of each team member starting with their WHY. * Encourage open communication where team members feel comfortable expressing their thoughts, ideas, and concerns. This fosters a culture of understanding beyond test results. 2. Focus on Strengths and Values: Shift the focus from fixing weaknesses to leveraging strengths. Identify and harness the unique strengths each team member brings to the table. Align tasks and projects with individual values. When people feel a sense of purpose and connection to their work, it positively impacts motivation and collaboration. 3. Invest in Continuous Feedback: Move beyond one-time assessments. Implement regular feedback mechanisms that allow for ongoing discussions about performance, goals, and development. Create a feedback culture that encourages constructive conversations. This helps address challenges proactively and promotes a continuous learning mindset within the team. 🔔 The Result? A Positively Transformed Team! By embracing complexity, focusing on strengths and values, and investing in continuous feedback, you're not just managing a team; you're cultivating an environment where individuals thrive. Team dynamics evolve positively when everyone feels seen, valued, and empowered to contribute their best. What is working for you and your team right now? What are you ready to implement to improve your team dynamic? Is it a coach? An outside resource? A team growth and development day each month? I would love to hear from you...#teamgrowthanddevelopment #peoplefirstculture #startwithwhy #leadershipdevelopment #growthculture #growthmindset #elevateothers #investinyourpeople

In an ever-evolving corporate landscape, it's not just technical acumen that leads to success – it's the ability to communicate, collaborate, and connect on a deeply human level. Many of the world's most successful executives understand this nuance, and I want to share with you two game-changing methods to hone these essential soft skills within your team: role playing and strategically-matched group activities. 1. Role Playing: This isn't just child's play. Role-playing pushes individuals out of their comfort zones, allowing them to experiment with various communication styles, responses, and approaches. According to the Association for Talent Development (ATD), role-playing is an experiential learning method that can improve interpersonal competencies by over 42%. When team members walk in another's shoes, they not only grasp new perspectives but also sharpen their empathy and adaptability – two cornerstones of influential leadership. 2. Group Activities with Diverse Pairings: Here’s where the magic happens. Purposefully matching team members with different work styles, communication nuances, and personalities is akin to combining unique ingredients to produce a gourmet dish. A study from MIT’s Human Dynamics Laboratory revealed that teams with diverse communication styles outperformed homogenous groups by nearly 35%. By fostering dialogues and interactions between contrasting team members, we organically cultivate an environment where soft skills like patience, understanding, and conflict resolution thrive. By actively engaging in real-time experiences that challenge and stretch interpersonal dynamics, soft skills become not just theoretical concepts but lived experiences. These exercises empower individuals to transform from mere professionals into true leaders, visionaries who inspire change and motivate growth. Dive into these methods, champion them, and watch as your team evolves, becoming not just more cohesive but monumentally more influential. Let the journey to mastery begin!

Managing Teams and Expectations: Strategies for Getting Work Done In today's dynamic work environment, managing teams and expectations effectively is crucial for achieving organizational goals. As leaders, we must adopt strategies that foster collaboration, accountability, and productivity. Clear Communication and Setting Expectations Clear communication is the foundation of effective team management. Regularly update your team on project goals, deadlines, and individual responsibilities. Tools like Slack, Microsoft Teams, and Asana can streamline communication and project management. Set clear expectations from the outset. Define what success looks like for each task and ensure everyone understands their role in achieving it. According to a Gallup study, only 50% of employees strongly agree that they know what is expected of them at work. Bridging this gap can significantly enhance performance. Empower and Trust Your Team Micromanaging can stifle creativity and reduce morale. Instead, empower your team by trusting them to take ownership of their tasks. Provide the resources and support they need, but allow them the autonomy to find the best solutions. Google's Project Aristotle revealed that psychological safety, where team members feel safe to take risks and express their ideas, is a key component of high-performing teams. Regular Feedback and Recognition Feedback should be continuous, not just during annual reviews. Regularly provide constructive feedback and recognize achievements to keep your team motivated. According to a study by Officevibe, 82% of employees appreciate feedback, regardless of whether it’s positive or negative. Tools like 15Five and FeedbackFruits can facilitate ongoing feedback and recognition. Foster a Collaborative Environment Encourage collaboration by creating an environment where team members feel comfortable sharing ideas and working together. Utilize collaborative tools like Trello, Miro, and Google Workspace to facilitate teamwork. Host regular brainstorming sessions and team-building activities to strengthen team bonds and improve collaboration. Adaptability and Continuous Improvement In a rapidly changing business landscape, adaptability is key. Encourage your team to be flexible and open to change. Promote a culture of continuous improvement by regularly reviewing processes and outcomes, and making necessary adjustments. According to McKinsey, organizations that foster a culture of continuous improvement are more likely to outperform their peers. Effective team management is an ongoing process that requires clear communication, trust, regular feedback, collaboration, and adaptability. By implementing these strategies, leaders can create a productive and motivated team capable of achieving organizational goals. Share your experiences and insights on managing teams and expectations. What strategies have you found effective in getting work done? #TeamManagement #Leadership #EmployeeEngagement

With nearly 90% of employees rating teamwork as vital to job satisfaction, I've noticed that leading organizations are taking radically different approaches to building collaborative capability. The most successful methods I've observed center on human dynamics rather than process mechanics. Three key elements stand out from organizations achieving sustainable team excellence: 🔷 𝘽𝙪𝙞𝙡𝙙𝙞𝙣𝙜 𝙥𝙨𝙮𝙘𝙝𝙤𝙡𝙤𝙜𝙞𝙘𝙖𝙡 𝙨𝙖𝙛𝙚𝙩𝙮 𝙩𝙝𝙧𝙤𝙪𝙜𝙝 𝙨𝙩𝙧𝙪𝙘𝙩𝙪𝙧𝙚𝙙 𝙧𝙚𝙛𝙡𝙚𝙘𝙩𝙞𝙤𝙣 Teams dedicating regular time to examine their communication patterns see measurable improvements in candor and creative problem-solving. 🔷 𝘾𝙧𝙚𝙖𝙩𝙞𝙣𝙜 𝙨𝙝𝙖𝙧𝙚𝙙 𝙖𝙘𝙘𝙤𝙪𝙣𝙩𝙖𝙗𝙞𝙡𝙞𝙩𝙮 𝙛𝙧𝙖𝙢𝙚𝙬𝙤𝙧𝙠𝙨 When teams co-create their operating principles, they naturally strengthen their commitment to mutual success and collective growth. 🔷 𝘿𝙚𝙫𝙚𝙡𝙤𝙥𝙞𝙣𝙜 𝙘𝙤𝙡𝙡𝙖𝙗𝙤𝙧𝙖𝙩𝙞𝙫𝙚 𝙞𝙣𝙩𝙚𝙡𝙡𝙞𝙜𝙚𝙣𝙘𝙚 Successful organizations recognize collaboration as a learnable capability - one that requires dedicated practice, coaching and reinforcement. What makes these approaches powerful? They acknowledge team dynamics as an ongoing practice rather than a destination. (Source: Flowlu - The Best Workplace Collaboration Statistics in 2024)

Is your team’s drive stuck in neutral? Steal my 6 strategies to improve team performance: 𝟭. 𝗙𝗶𝗻𝗱 𝘁𝗵𝗲 𝗯𝗲𝘀𝘁 𝗮𝗻𝗱 𝗯𝗿𝗶𝗴𝗵𝘁𝗲𝘀𝘁 𝗮𝗻𝗱 𝗺𝗮𝗸𝗲 𝘁𝗵𝗲𝗺 𝗱𝗲𝘀𝗶𝗴𝗻𝗲𝗿𝘀 Identify your “blueprint members”. These are your muses. The members of the team who go above and beyond. The ones who’ve adapted and found better practices to help their whole team succeed. Examine them closely, invite them to design the standards for the rest of your team, and hire more like them. 𝟮. 𝗥𝗲𝗳𝗿𝗮𝗺𝗲 𝘁𝗵𝗲 𝗿𝗼𝗹𝗲 𝗳𝗿𝗼𝗺 𝗺𝗮𝗻𝗮𝗴𝗲𝗿 𝘁𝗼 𝘁𝗲𝗮𝗺 𝗹𝗲𝗮𝗱𝗲𝗿 I believe leading people is much harder than it used to be, so leadership roles should be full-time, not just an extra responsibility. With better-defined roles, leaders can expand their teams, and teams can accomplish more. 𝟯. 𝗠𝗮𝗸𝗲 𝘁𝗲𝗮𝗺 𝗹𝗲𝗮𝗱𝗲𝗿𝘀 𝘁𝗵𝗲 𝗳𝗶𝗿𝘀𝘁 𝗴𝗿𝗼𝘂𝗽 𝗿𝗲-𝗿𝗲𝗰𝗿𝘂𝗶𝘁𝗲𝗱 Your leaders should be the first group brought back to the office after a major restructuring (think COVID or mass layoffs). Once the new strategy and culture have been set, build them into your leadership team. Any changes to culture or strategy will fail if your leadership team doesn’t lead by example moving forward. 𝟰. 𝗙𝗶𝗻𝗱 𝗻𝗲𝘄 𝗮𝗻𝗱 𝗺𝗼𝗿𝗲 𝗳𝗿𝗲𝗾𝘂𝗲𝗻𝘁 𝘄𝗮𝘆𝘀 𝘁𝗼 𝗺𝗲𝗮𝘀𝘂𝗿𝗲 𝗲𝗻𝗴𝗮𝗴𝗲𝗺𝗲𝗻𝘁, 𝗰𝗼𝗺𝗺𝗶𝘁𝗺𝗲𝗻𝘁, 𝗲𝗻𝗲𝗿𝗴𝘆, 𝗽𝗿𝗼𝗱𝘂𝗰𝘁𝗶𝘃𝗶𝘁𝘆, 𝗮𝗻𝗱 𝗶𝗻𝘀𝗽𝗶𝗿𝗮𝘁𝗶𝗼𝗻 It’s not always easy for team leaders to measure how the team is doing. Collecting data solely during a crisis isn’t sufficient. Create a regular and consistent system to understand how your team is doing on both a performance and emotional level. 𝟱. 𝗙𝗼𝗰𝘂𝘀 𝗼𝗻 𝗱𝗲𝘃𝗲𝗹𝗼𝗽𝗶𝗻𝗴 𝘁𝗵𝗲 𝘁𝗲𝗮𝗺 𝘁𝗼𝗴𝗲𝘁𝗵𝗲𝗿 𝘁𝗵𝗿𝗼𝘂𝗴𝗵 𝘁𝗲𝗮𝗺𝗶𝗻𝗴 Oftentimes team members are excluded from training and knowledge generally reserved for leadership. But effective leaders help to create a system where all members are given the proper knowledge and training to make informed decisions. Empower your teams by training them together. 𝟲. 𝗔𝘀𝘀𝗲𝘀𝘀 𝗳𝗼𝗿 𝘁𝗲𝗮𝗺 𝗺𝗲𝗺𝗯𝗲𝗿𝘀𝗵𝗶𝗽 𝗶𝗻 𝗿𝗲𝗰𝗿𝘂𝗶𝘁𝗺𝗲𝗻𝘁, 𝗿𝗲𝗴𝗮𝗿𝗱𝗹𝗲𝘀𝘀 𝗼𝗳 𝗹𝗲𝘃𝗲𝗹 It’s no secret that team members should be assessed on team skills. But what about leaders? Many I’ve encountered have forgotten the fundamentals of being part of a team. Evaluating team membership is a crucial aspect of the recruitment process, regardless of an individual's position. – Companies should invest in developing strong team leaders and skilled team members, so everyone knows their roles in creating a dynamic team. What do you think?

What would happen if your team was 2X more productive overnight? Over 20+ years of studying and practicing organizational and team performance, I’ve observed how one truism emerges time and again: Successful teams focus on their team’s work AND their teamwork. That teensy little difference turns out to make a HUGE difference. Last week, I had the opportunity to present on the psychology of teams to a pair of classes at the Questrom School of Business, Boston University. Starting from middle school and continuing through grad school, we ask students to complete team projects. This is a reasonable facsimile considering how we approach work in the modern workplace. Yet just like in real-world work teams, student teams are often plagued with poor performance, woeful engagement, and at their worst, a threat to team member wellbeing. Being part of a dream team doesn’t happen automatically. We have to work at it. In my guest lecture, I wanted to help these undergrad team members. I offered a simple framework that allowed each student to boost their self-awareness regarding their preferred working style, make note of different preferences among their team members, and visualize the collective style of their full team. Sound simplistic? I’ll bet your team hasn’t properly done this. Few have. Thankfully, these students took full advantage of the opportunity. We had a great conversation about the implications, and they asked great questions about team dynamics. When I received this bit of feedback from a student, I thought my heart would burst with joy: “I have already implemented your team building activity into another team I started working with recently and it has doubled our productivity so far.“ Wow. This result is possible for each of us. We don’t have to suffer through poor team experiences, but we do have to take the necessary simple-but-powerful steps that will allow our teams to realize our true potential. 📈 PS - If you want to learn more about the exercise I used (inspired by the Team Discovery tools from The Predictive Index), dm me. Self-Coaching Questions: > Where is my team performance and/or experience lacking? > How are my own working preferences not being satisfied when working with my team? #Leadership #Teamwork #Productivity #TeamBuilding #Performance #Results #TalentOptimization #EnlightenedLeadership

As a Technical Program Manager, I believe that having a cohesive and collaborative team is crucial to the success of any program. While process and planning are important, I prioritize teamwork and relationships with my team members. To foster a strong team dynamic, I regularly engage in the following activities: 👥Arrange ice breaker sessions to help us get to know each other better, both personally and professionally. These sessions can be as simple as a round of introductions or as structured as a team-building exercise. The goal is to break down any barriers and create a sense of camaraderie. 🍔🥤Engage in lunch and breaks together - Sharing meals and taking breaks together can help build a sense of community and foster more informal conversations. These casual interactions can lead to valuable insights and ideas that might not have surfaced in a formal meeting. 🎉Celebrate personal milestones as well as professional achievements. Recognizing and celebrating our team members' personal successes can help build trust and strengthen our relationships. This can be as simple as acknowledging a team member's birthday or work anniversary or celebrating a major life milestone. #peoplefirst #tmp #sharingexperiences