Sincerely, Jatin

Dear Jatin,

You’ve stepped into a challenging situation but also an extraordinary opportunity. Transforming a broken team into a thriving one is no small feat, yet it offers the chance to build something meaningful—a culture where collaboration, communication, and contribution can flourish. It’s about more than fixing what’s broken; it’s about unlocking your team’s potential and inspiring them to achieve great things.

Here are three principles to help you begin this journey:

1. Start Small for Big Results

When Sir Dave Brailsford became the head of British Cycling, his team had a long history of mediocrity. His breakthrough came not from sweeping changes but from his philosophy of “marginal gains.” By improving every aspect of cycling by just 1%, his team eventually dominated the Olympics and the Tour de France.

Similarly, don’t feel pressured to overhaul everything overnight. Small, consistent improvements can create lasting impact. Whether it’s addressing performance, silos, or effort, look for manageable ways to improve daily practices. Focus on the small, repeated behaviors that matter most. This approach builds momentum and avoids overwhelming your team.

2. Identify the Bright Spots

Amid dysfunction, there are often glimmers of success—your team’s “bright spots.” These are the things that are already working well and can serve as models for improvement.

Instead of focusing exclusively on weaknesses, shift the conversation by asking, “What’s working, and how can we do more of it?” Highlighting these positive examples not only provides a starting point for growth but also shows your team that they are part of the solution, building confidence and morale.

3. Provide Direction, Not Just Directions

As a new leader, it’s tempting to quickly diagnose the issues and prescribe solutions. However, the most effective leaders prioritize collaboration over control. Your goal isn’t just to implement your ideas but to engage the team in finding the best ideas together.

Ask thoughtful, open-ended questions to understand their perspectives:

• “What do you think has been holding us back?”

• “What small changes could have the biggest impact?”

• “How can we better support one another?”

By encouraging their input and making them co-creators of the solutions, you foster buy-in and rebuild trust. Instead of feeling like change is being imposed on them, they’ll feel like active participants in shaping a better team.

Patience and Persistence

Rebuilding a broken team takes time. Focus on steady progress, celebrate small wins, and adjust course when needed. With each step, you’re not only righting the ship but also creating a stronger, more unified team for the future.

Remember, leadership isn’t about being right—it’s about getting it right. By starting small, building on strengths, and empowering your team to shape their own success, you’ll guide them toward both better performance and a healthier culture.

Best regards,

Yogesh

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