Putting the energy and vigour back into demoralised teams

Business team celebrating a good job in the modern office

Teams are made up of people which makes them as vulnerable, and sometimes more vulnerable, to challenging events and difficult behaviours as individuals on their own.

A resilient team is a vibrant mini organisation with the capability, capacity, flexibility and mental strength to rise up to, and overcome, stressful challenges; a team that works together to collectively develop and maintain their resilience (personal and team) and strengthen the psychological wellbeing of its members.

A team should be an oasis from a turbulent world, and that is how they become power houses for outstanding performance.

This requires teams to be harmonious and self-critical, with a culture that is open, transparent, yet stimulating, whilst achieving a common purpose.  Above all, it requires a group of people to trust each other, so no time is wasted in second guessing the motivation of team members’ actions and behaviours.

A resilient team has the characteristics of:

  • a thriving group of people, alert and open to ideas, opportunities and change;
  • a cohesive group that is, also, flexible in its approach to challenging situations;
  • a harmonious group that sustains mutual support within a self-critical context;
  • an influential group that uses the strategy of conviction to persuade others;
  • a robust group that gets its strength from ‘institutionalised’ learning from everyday experiences;
  • a group driven to achieve high performance and great success.

Like any organisation, teams require constant attention to ensure they function successfully.  A functioning team will be acutely aware of the need for its team members to feel consistently psychologically well, as this, combined with motivation and a positive attitude, offers the opportunity for it to perform at its peak.

And of course, it takes a great team leader to create and maintain a high performing team like this – a team leader who :

  • has an adaptive style of leadership,
  • is attentive to their team,
  • gives control rather than takes it,
  • shares responsibility for the success with their team,
  • encourages everyone to look after their own psychological wellbeing and that of others,
  • leads with emotional intelligence,
  • applies intelligent behaviours when managing their team, and
  • knows how to engage and motivate remote, hybrid and face-to-face teams. 

No small challenge!

You can read more in Derek Mowbray’s Guide to Team Resilience

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