The Dynamic Process of Building a Strong Leadership Team

In this week's episode of Twinning Strategy, Kristine Kern, an executive coach and the co-founder of Realize, shared her insights about team dynamics in a thought-provoking online discussion. The dialogue kicked off on a vibrant note, as Kristine expressed her excitement about teams and their challenges, delving into what has she observed from both new and long-standing teams. Right off the bat, she raised an interesting question about the identity of teams themselves, which set the stage for a rich exploration of what constitutes effective teamwork.

Kristine began by defining what truly makes a team successful. She pointed out crucial elements like a shared vision and mission, emphasizing that teams are often assumed to function well merely because members have collaborated in the past. However, she clarified that genuine teamwork doesn’t simply occur; it requires intentional effort and practice. Drawing parallels to sports teams and theatrical groups, she illustrated how these formations thrive on practice, an insight that resonates deeply in professional settings where teams must invest time in their cohesion and functioning.

As the conversation unfolded, Kristine elaborated on the need for leaders to understand that they, too, play a pivotal role in shaping team dynamics. She highlighted how even the introduction of a single new member can disrupt a team's rhythm, requiring recalibration and communication to ensure alignment. This idea of continuous adjustment sparked an enlightening discussion about the impact of leadership changes, which often leads teams to rethink their purpose and practices.

Kristine’s focus on the importance of communication echoed throughout the discussion, emphasizing almost every scenario where teams falter can be traced back to the leadership on top. If the executives are not functioning cohesively, creating clarity around purpose and goals, it’s likely that this lack of alignment will trickle down, resulting in a disjointed team effort at lower levels.

The conversation then turned to the thorny issue of team politics, a subject that Kristine bluntly identified as a major villain within team dynamics. She warned that political behavior can stifle open communication and ultimately hinder team effectiveness. With the emphasis on belonging and accountability, Kristine advocated for a culture where team members are more inclined to communicate openly about their concerns without resorting to back-channeling.

Towards the end of the session, there was a robust discussion about the real-time dynamics in meetings, providing the perfect backdrop for Kristine to reveal her methodology around evaluating team functionality. Engaging with team members directly and observing how they operate during meetings allows her to assess their health significantly. The dialogue turned towards vulnerability in leadership—how leaders who embrace their flaws can foster an environment that encourages honesty and open dialogue among members.

As the conversation wrapped up, Kristine's final piece of advice resonated profoundly: being deliberate and intentional in team building is not just important—it is essential. Investing time and energy in aligning team goals, clarifying expectations, and nurturing relationships empowers teams to soar. Her insights reminded everyone that great teams don't simply happen—they are crafted through commitment, communication, and compassion.

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