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If you're still finding your footing after that kind of change, you're not alone.
This edition is for those navigating:
→ A sense of disconnection in the team
→ Grief or uncertainty that hasn’t been named
→ The pressure to move forward without fully processing what’s happened
These aren't signs of dysfunction necessarily. They're signs that your team is in the re-forming phase, figuring out how to move forward, now that things are no longer as they were.
Feeling off-track doesn't mean you're doing it wrong.
We often assume that high-performing teams bounce back quickly.
However, in reality, most teams need time to re-agree on how they work together.
David Clutterbuck, a leader in systemic team coaching, calls this the “re-norming” phase.
It’s when a team has to let go of assumptions and co-create new expectations based on what's true now, not what used to be.
That process rarely feels smooth.
It often includes tension, missteps, and conversations that take more energy than usual.
Oof, you might be thinking, why in the world would I put myself through that when I'm struggling to stay afloat as it is? I hear you!
And here's the part many leaders struggle with:
The urge to explain, defend, or move on too quickly can block connection
When team members finally voice their frustration or confusion, the instinct to justify past decisions is strong.
Especially if you were involved in making them.
But here’s the truth: the decisions have already been made.
What your team needs now is not more explanation.
They need space to name what it felt like.
You don’t have to agree with every feeling or fix what can’t be changed.
But if you can stay present while they speak without rushing to reassure or redirect, you start to rebuild something deeper.
That kind of space is what repairs trust.
What helps during this re-forming phase?
- Slow down before speeding up
Notice what’s changed, in the structure, but also in how people are showing up.
- Make space for frustration without defending decisions
You decide whether this is a team discussion or if you want it 1-1 with a team member. Trust is rebuilt when people feel heard and seen. Especially when what they need to say is uncomfortable.
- Look for quiet signs of growth
→ Someone setting a boundary
→ A harder conversation finally being had
→ A pause before reacting
Small changes can be signs the team is adjusting.
- Re-agree on how you want to work together
Don’t assume people are aligned just because they’ve stayed.
Use this moment to co-create clearer expectations and ways of working.
This Week's Leadership Reflection Journal
Seeing Your Team More Clearly includes five team-focused questions to support you in this re-forming phase.
Whether you’re leading others or simply trying to show up honestly, it’s okay if things still feel wobbly.
Growth doesn’t always feel strong.
Sometimes, it feels like making space for what’s true.
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