“In this world you’re either growing or you’re dying, so get in motion and grow.”
– Lou Holtz
That may sound a little dramatic, but it speaks to an important truth: if teams are not growing, they often begin to stagnate.
At Chameleon Skills Coaching, we use our EAGER methodology in our work with individuals, teams and organisations. Over the past few months we have shared different aspects of the model, and this month we would like to focus on Growth – the “G” in EAGER.
There is a great deal of discussion about individuals having a growth mindset, although people often misunderstand what that really means.
According to Positivity.org:
“At its core, a growth mindset represents the belief that human qualities like intelligence, abilities and talents can be developed through effort and persistence.”
This is just as true for teams as it is for individuals.
High-performing teams intentionally create a culture of growth. They understand that every team member has a responsibility to keep learning, developing and contributing – and that the team itself must also continue growing together.
This idea extends beyond individuals and teams. In a Forbes article titled “In Business, You’re Either Growing or You’re Dying,” the author argues that organisations that stop learning, adapting and evolving quickly become vulnerable to stagnation. The same principle applies to teams: growth is not simply a nice-to-have; it is often what enables teams to remain relevant, resilient and effective in a changing environment.
So, what does that look like in practice?
The strongest teams are those that continuously look for ways to improve how they work together. They recognise that success is not only about technical expertise or individual performance. It is also about strengthening trust, communication, adaptability and collaboration.
They understand that growth is both personal and collective.
What Growing Teams Do Differently
They build meaningful connections
Team members take time to get to know and understand one another. They create space to share openly, listen attentively, debate respectfully and collaborate effectively. The saying “there is no I in team” misses an important truth. Healthy teams depend on strong, self-aware individuals who choose to contribute fully, allowing the whole to become greater than the sum of its parts.
They value difference
Strong teams see difference and disagreement as opportunities for learning rather than threats to harmony.
This is particularly important in intergenerational teams, where people may have very different communication styles, work expectations, approaches to technology and ideas about leadership. Teams that learn to stay curious about these differences often become more innovative, adaptable and resilient.
They stretch beyond familiar patterns
High-performing teams are clear about roles and responsibilities, but they also encourage people to step beyond their comfort zones. Growth happens when individuals are willing to experiment with new ways of thinking, working and contributing.
They appreciate diversity of strengths
Effective teams recognise and value the unique skills, perspectives and experiences each person brings. Diversity is not simply something to tolerate – it is something to leverage.
They tackle challenges together
Growing teams see problems and obstacles as shared challenges rather than individual burdens. They are willing to ask for support, learn from mistakes and work collaboratively towards solutions.
They think ecosystemically
Strong teams understand that they do not operate in isolation. They actively build relationships across the wider organisation, looking for ways to add value beyond their immediate function and strengthen the ecosystem around them.
They share responsibility
They do not rely on the manager to solve every challenge. Responsibility is shared, and so is success.
The Importance of Reflection
We have introduced REAP in our eBook for teams, and it remains a valuable practice for teams wanting to grow intentionally:
Reflect – What happened? What is happening?
Evaluate – What are we noticing?
Adjust – What needs to shift?
Praise and Plan – What should we reinforce going forward?
Teams that pause to reflect together learn faster, adapt more effectively and build stronger relationships over time.
So, What About the Manager?
You may notice that the manager has hardly been mentioned so far. That is not an oversight.
The best managers understand that their role is not to control everything. As John Adair said more than 50 years ago, leaders need to focus on three areas simultaneously:
- achieving the task,
- developing the individual, and
- building the team.
The most effective managers do this by:
- setting clear and meaningful goals,
- creating role clarity and accountability,
- providing support and direction where needed,
- and then trusting the team enough to step back and allow them to grow.
In many ways, great managers enable individuals to build the team together.
Three Questions to Reflect On
Whether you are the manager or a team member, ask yourself:
- Is everyone clear about our mandate as a team?
- Does everyone understand their individual role and responsibilities?
- How well do team members interact – both personally and professionally?
Teams do not become high-performing by accident. Growth requires intention, reflection and a willingness to keep evolving together.
If you are unsure where to start, talk to us. We would love to explore how we can support your team’s growth journey.
