One of the most frustrating things for a manager is that their team's not performing, and they don't know what to do about it.

The pressure starts mounting more and more. They start to doubt themselves, and things get worse and worse for everybody involved.

The solution is to evaluate your team on these five pillars and then put in a strategy to solve it.

- The five pillars that separate high-performing teams from the ones stuck firefighting, and the one score you'll walk away with that tells you exactly where to focus first

- Why hiring your way out of a broken culture never works, and what actually happens when you throw a new headcount at a team with no clear expectations

- The real cost of keeping a B-minus player on an A-player team, and why it’s causing your best people to check out or leave

- What separates a leader who manages from one who actually leads, and why AI is about to make that gap the only thing that matters

- How to build a culture that runs on its own momentum instead of one you have to hold together by sheer will every single day

Scorecard Download: https://rmichaelanderson.com/teams-scorecard

This week, score your team honestly across the five pillars, culture, purpose and vision, team makeup, engagement, and leadership, and identify the one pillar that's actually holding you back…because here's the thing, it's usually not the one you've been working on.

Ask me in the Leadership Mindset 2.0 community on:

LinkedIn: https://www.linkedin.com/groups/8944058/

Facebook: https://www.facebook.com/groups/leadershipmindsetgroup

Doors are open for the Team Performance Accelerator, Michael's three month live programme on building a team that takes ownership without you standing over it. Six live sessions with Michael, starting October 6th, limited to 30 leaders. Enrolment closes September 28th.

Details here: rmichaelanderson.com/podteam

When trust disappears from a team, even small disagreements can turn into defensiveness, gossip, blame, and conflict...so how do you turn it around?

In this episode, Michael breaks down a five-step process for helping a team move out of dysfunction and start rebuilding trust. And it doesn't begin with forcing everyone to get along. It begins with understanding why people are defensive in the first place, including how you might be contributing to the dynamic as their leader.

Michael walks through what to address, what to say, and how to set clear expectations so you're not simply hoping the conflict will resolve itself.

- How to recognize when ego and defensiveness are driving conflict, including when your own reactions may be adding to the problem.

- Why leaders need to bring unspoken tension into the open before a team can actually work through it.

- How to set clear expectations, get genuine agreement, and hold people accountable for rebuilding trust over time.

Look at the conflict or lack of trust on your team and ask yourself which part of the five-step process needs your attention right now. Do you need to understand where ego is showing up? Name a problem that everyone is avoiding? Set clearer expectations? Get agreement from your team? Or start holding people accountable? Choose the step your team needs most and put it into action.

Ask me in the Leadership Mindset 2.0 community on:

LinkedIn: https://www.linkedin.com/groups/8944058/

Facebook: https://www.facebook.com/groups/leadershipmindsetgroup

Never let someone come to you with just a problem. They need one to three solutions already worked out, because that is the moment a follower starts becoming a leader.

Here's the thing. A VP I coach ran a time audit and found he was spending five hours a week with one newer team member. His first instinct was to just cut that time back. That would have backfired.

- Why cutting back time with someone you have been over-supporting can blow up in your face if you handle it wrong, and the simple reframe that gets their buy-in instead of their anxiety

- The real difference between internal and external processors. One of your team members might be talking too much simply because that is how they think, not because they cannot decide

- The exact standard to set so people stop bringing you problems and start bringing you solutions. This one shift does more for someone's leadership growth than almost anything else you can teach them

- How to use phases to structure your relationship with a growing team member, so every stage has a clear, motivating focus instead of feeling like an open ended obligation

- The coaching questions that push someone to actually decide instead of staying stuck. Sometimes the most helpful thing you can do is refuse to decide for them

This week, the next time someone comes to you with a problem, ask for their one to three options before you help solve it. If they do not have any, send them back to think it through first. That one habit is what starts turning a follower into a leader.

Ask me in the Leadership Mindset 2.0 community on:

LinkedIn: https://www.linkedin.com/groups/8944058/

Facebook: https://www.facebook.com/groups/leadershipmindsetgroup