We know teams serve as the cornerstone of any successful organization. Yet all too often, the relational and emotional aspects of teamwork end up sidelined in favor of performance metrics alone — which ironically doesn’t always improve team performance.
Recently, I was invited to share insights on this on the ATD Talent Development Leader podcast (sponsored by Randstad Risesmart) where I discussed the team habits approach to the nexus of performance and belonging.
This was a conversation about what really matters to and on a team — why trust, belonging, and well-being aren’t just nice-to-haves but are the essentials we need to have productivity and impact.
What we see again and again is strong interpersonal bonds as the defining trait of high-performing teams. When there’s psychological safety, and people feel connected and understood, teams come alive. On the flip side, the absence of these bonds can be just as damaging as their presence is powerful. Without trust and open communication, even the most skilled teams struggle to make progress.
Throughout the conversation, I share practical strategies for embedding the eight essential team habits — guiding principles that any leader or team member can put into action.
If you’re looking to build a culture grounded in trust and purpose, I hope you’ll find this episode helpful — as we continue the ongoing work of reinstating the human side of teamwork at the center of team performance.
Why work is fundamentally about relationships, not just outputs
The evidence for high-performing teams being characterized by strong interpersonal bonds
How belonging and trust are essential for maintaining healthy team relationships and driving performance
Ways emotional and social components can be integrated into team decision-making, rather than just rational/strategic factors
Why large-scale change initiatives often fail due to top-down approaches that lack buy-in — and democratic, bottom-up change is more effective
That building an environment of trust and articulating a clear vision are critical leadership responsibilities
The reasons many individual contributors end up feeling disempowered and disconnected from improving team dynamics
Practical strategies for enhancing specific team habits that can lead to significant performance improvements
[00:00] Introduction to the ATD podcast.
[01:24] Exploring the fundamental importance of relationships, not just outputs, in high-performing teams. Belonging and trust as essential glue for healthy team dynamics and performance.
[06:02] Why there’s a need to integrate emotional and social components, not just rational/strategic factors, into team decision-making. Avoiding the mistake of trying to extract these more human elements.
[10:07] We discuss the high failure rates of top-down, under-resourced change initiatives, and I explain why a democratic, bottom-up change management that addresses team pain points and creates a sense of urgency works better.
[16:43] Employee disengagement is a major challenge, which can best be addressed by making work more personal, relational, and empowering team members to improve their own circumstances.
[19:32] Overview of the 8 key team habits (belonging, decision-making, goal-setting, planning, communication, collaboration, meetings, core habits) as a scorecard for high-performance teams.
[28:13] Specific examples of enhancing team habits around meetings, such as reducing unnecessary updates and clarifying commitments for information-sharing.
[34:54] Recognition that many individual contributors feel disempowered and disconnected from improving team dynamics.
[35:47] Insights from Rutger Bregman’s “Humankind” debunking myths about human nature, and how it relates to the need to emphasize relational elements in team habits.
[41:44] Upcoming project focused on the importance of trust and vision in leadership, as key questions teams are always asking.
[43:09] Invitation for listeners to connect.
[43:37] Conclusion and gratitude for the insightful conversation.