Main idea: Team members need to know and agree to the norms of conduct of the team and why they are important for execution. The behaviors and actions form the culture of the team and define who they are. Leaders need to be deliberate in establishing the core norms of conduct. This blog presents four recommendations to improve effective team norms.

This is the 4th blog in a 6-part blog series on teams. Read the first blog of the series here.

Imagine watching your team like a silent movie on the big screen. Would you be able to see the…

Main idea: In order for teams to successfully evolve there must be a conscious effort to set up the right organizational conditions. Once a team is established, leaders should focus their attention on how information is exchanged, knowledge and expertise are developed, and rewards are implemented.

This is the 5th part in a 6-part blog series on teams. Start with the first blog here.

If you’ve been following this blog series then by now you’ve been steadfast in 1) defining who is on your team, 2) ensuring everyone knows where the team is headed, and 3) establishing the norms for…

Main idea: In complex work environments, better leadership is needed to clearly articulate where the team is headed and how they will get there in the most compelling way possible. This blog addresses the challenges of this task along with four recommendations to improve.

This is the 3rd part in a 6-part blog series on teams. Start with the first blog here.

Going through the motions.

It is easy for teams to go through the motions day in and day out. Each team member successfully works away at their individual piece of the puzzle, but with a limited understanding of…

Main idea: Teams need well-defined members and roles in order to have an identity, build trust, and establish a culture. Four common management practices that actually hinder team development are exposed along with five ways to establish a strong team foundation.

This is the 2nd part of a 6-part blog series on teams. Start with the first blog here.

Ask most team members who else is on the team and many will quickly begin listing the names on the org chart. Pressed further and the names of the people who have attended some of the meetings are added to the…

Stop managing a group and start leading a team

Main idea: Teams in a work setting often operate as groups of people forced into clusters through corporate hierarchy. This is a significant problem for engagement, productivity, and the mission of the business. More attention and resources must be given to develop and maintain teams if we’re to see their full potential.

This is the first part of a 6-blog series on teams.

If you think you’re part of a team, you’re probably kidding yourself.

More likely you’re part of a loose confederation of individuals. The group probably has some vague…

Main idea: Leaders must be able to help others make sense of internal business decisions and changes. How the information is interpreted can impact jobs, priorities, and investments. In this blog, I share the challenges associated with interpreting decisions and keeping teams aligned during times of change. I then present six attributes I’ve seen from leaders who are great at interpreting and communicating business changes.

There comes a time in your leadership journey when a critical business decision is made and then communicated outside of your control. Immediately you’re left scrambling to explain it to others. Your followers are asking…

Image: Gruenemann

Main idea: Ways to be a great mentor gets a lot of attention, but we often overlook the importance of being a great advocate. An advocate can have an immediate impact on the organization and people’s careers. This blog presents practical ways that leaders can quickly become powerful advocates within their organizations.



One who pleads the cause of another; specifically: one who pleads the cause of another before a tribunal or judicial court

I read somewhere that an advocate for a cause can change the course of the world. If that is true then an advocate for people…

Kris Potrafka

Founder of Music Firsthand, organization development expert, leader in business operations and HR. Friend of weims and lover of live music.

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