“A leader is anyone who takes responsibility for finding potential in people and processes, and who has the courage to develop that potential.” - Brené Brown

What I love about this definition is the emphasis is on the power of individuals within a group to find answers, rather than relying on one person with a title to have all the answers.

The role of the person with the title is instead to nurture and develop that group. To define what is in or out against their vision and priorities, to articulate limitations that exist, to bring the group along and celebrate their achievements, hold accountable when things go off track.

Teams thrive in this kind of environment. They know what they need, but maybe are afraid to ask for it or uncertain that they can. Team building allows you to leverage the authentic leader you are and set your team up for success under your stewardship. It creates the space for dialogue, it sets a foundation of trust to build upon over time, and helps everyone get clear on what WE are about and who we are to each other. This is what team effectiveness is all about.

The best part is: engaged teams foster more engagement. Your talent stays longer and grows their capability. They attract other great people to grow the team further. Their connection, care, and demonstrated results builds upon itself and becomes your legacy.

Maybe you have a great team already and are looking to grow beyond current impact. Maybe you have come into an established team as a new leader. Or perhaps you are building a brand new team and want to be set up for success. Addressing team effectiveness from the outset can be a difference maker in all of these scenarios.

This is the kind of workplace we all deserve, but one that does not have a lot of playbooks that come with the job. It takes harder work and deeper intention than a monthly pizza party. Team Effectiveness coaching can help you build a plan and an intention on how to get from where we’ve been to where we want to go.