In the hustle and bustle of today’s fast-paced work environment, it’s easy for organizations to rush headlong in pursuit of opportunities, often at the expense of their team’s health. I recently had a discussion at the gym with someone about their organization. They were working tirelessly to keep the pipeline full, but as we talked I could sense they were on the brink of tipping from a healthy approach to a toxic one. This prompted me to explore what it truly means to nurture a healthy organization and foster a thriving team.

A healthy team isn’t necessarily perfectly balanced; rather, it’s about being in a space where people feel engaged and valued. To achieve this, I turn to insights from Patrick Lencioni, an expert on organizational health. Below are some principles adapted from his book The Advantage.

Clarity

I have had the opportunity to be involved with organizational change I was not leading.  Whether amidst change or at any point in an organization’s time, clarity is essential for the team. As Brené Brown puts it, “clear is kind.” When roles, responsibilities, and vision are communicated clearly, everyone knows what is expected and where they are headed. Take, for example, an organization I worked with shortly after COVID-19. During the pandemic, they thrived with a common goal. As time went on, however, the absence of a clear vision left them confused. They struggled to find their direction, which inhibited their progress. As a leader, fostering clarity helps not only you but your entire team move forward effectively.

Accountability

Years ago I read the book American Icon which chronicles the story of Alan Mulally turning around Ford during a very tumultuous time. As part of his transformation he introduced open accountability. Mulally implemented a scorecard system where team members reported their issues as red, yellow, or green. This was initially met with resistance—everyone wanted to present a façade of positivity. But once the culture evolved to embrace honest reporting, they began facing their realities and improving. Without accountability, organizations can mistakenly perceive themselves as healthy while neglecting underlying issues. Real accountability enables teams to identify areas for improvement and encourages genuine growth.

Healthy Disagreements

No team functions without differing ideas and opinions; it’s a natural part of collaboration. At Intel, for example, the executive team would disagree during their meetings but then commit to the agreed course of action. This practice, known as “disagree and commit,” fosters an environment where diverse perspectives are valued while maintaining unity in decision-making. Teams should be able to express their concerns, yet once a decision is made, they need to rally behind it wholeheartedly.

By integrating these three principles—clarity, accountability, and healthy disagreement—organizations can foster a culture of transparency and engagement that is essential for health and sustainability. I encourage you to reflect on your own team dynamics. Which of these areas could use improvement this week? Identifying a single actionable step can be a powerful catalyst for positive change.

Are you unsure which area you need to work on or how to move forward in that area?  Contact me for a complimentary powerful coaching session to help you think into your leadership.  Growth starts with a first step.  What is your first step?  Lead Well.

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