From Frustration to Function: Three Questions That Transform Underperforming Teams
When staff teams falter—trust is low, cooperation is inconsistent, and even your top hires don’t deliver—it’s tempting to reach for the usual fixes. Ice breakers. Team-building retreats. Hiring that one seasoned “savior” who’s supposed to turn everything around. But what if the issue isn’t who’s on the team, but how the team is built and supported?
Whether you're running a therapeutic program, an educational organization, or a nonprofit, the foundation of a high-performing team starts with clarity, shared experience, and intentional structure. Before you try the next quick fix, consider whether your team has solid answers to these three core questions:
1. Who Is On This Team?
Shared experience is more powerful than a stacked resume. A team that has been through something together—especially something challenging—often performs better than a group of high-achieving individuals without a common bond.
If you're in a treatment or care-based program, think about how you onboard new staff. Could you introduce cohort-style training that simulates the kinds of challenges they’ll face on the job? Giving your team an opportunity to bond through scenario-based learning can build a strong foundation of trust and collaboration early on.
2. What Is This Team Working Toward?
The goal can’t just be finishing a shift or completing paperwork. The goal must be emotionally compelling and mission-aligned.
Invite former clients to share how your program changed their lives. Give your staff a real, visceral sense of what success looks like—not just from the organization’s perspective, but from the people they serve. When team members understand and feel the outcome they’re working toward, their sense of purpose deepens.
3. How Will This Team Function?
Clarity of roles and expectations creates psychological safety. When people know what’s expected of them—and of their peers—they’re better equipped to show up with purpose and reliability.
Assign unique roles that emphasize each team member’s value. Then, co-create a team charter that outlines shared principles such as responsiveness, mutual support, learning, and collaboration. This agreement becomes the touchstone for how the team operates together.
Don’t Underestimate the Power of the Start
How a team begins matters just as much as who is on it. Before a team even steps into their shared work, hold a briefing. Use this time to reinforce goals, clarify roles, and address anticipated challenges. It helps team members feel grounded, prepared, and seen—reducing friction before it begins.
Still Struggling? Shift the Focus
If problems persist, try coaching the team as a whole instead of addressing individual performance in isolation. It may still involve a few one-on-one conversations to understand what’s going on beneath the surface, but the solution lies in the group dynamic. Facilitate a space where the team can troubleshoot together and recalibrate their way forward. Empowering them to work through issues with guidance can help them become more self-sufficient over time.
What Great Teams Have In Common
Strong teams aren’t just efficient—they’re transformative. They provide a meaningful experience for each individual, foster personal growth, and elevate performance over time.
To deepen your understanding of what it takes to build high-functioning teams, consider checking out organizational psychologist Adam Grant’s podcast, which explores the science behind team design and development.
Special thanks to Amberleigh Hammond for recommending Adam Grant’s podcast.
