How to rebuild a strategic team
Why team health is the foundation of business success
Behind every successful company, there is always a team capable of making tough decisions and staying on the strategic course. If you think about it, a company is nothing more than a collective of people making decisions. That’s why the performance of any project is directly linked to the team's health. An aligned team makes better decisions, and those decisions have a direct impact on results.
However, as the company grows, so does its internal complexity. Many teams end up trapped in internal politics, complacency, or mediocrity—three silent enemies that erode execution speed and innovation. How can leaders break this cycle and turn their team into a true growth engine?
The first step is to observe and listen. Identify whether there’s a lack of critical debate, open conflicts, or “power struggles” in meetings, whether execution is slow, or there’s a lack of new ideas. These signs indicate that the health of your executive team is in decline.
How to change your team’s dynamics?
Redesign the dynamics and culture: Define a clear and shared purpose. Establish visible behavior norms in every meeting and foster structured debates: more idea confrontation, less personal politics.
Empower your current team: Clarity in roles and expectations is the first step to attracting and retaining the right people. First, reflect on whether the problem is a lack of communication and clarity or an attitude issue.
Make bold talent decisions: If, after trying the above, you detect toxic members or those incompatible with the purpose, you’ll have to let them go to protect your team’s health.
Rebuild your strategic team: Design a team diverse in experience but aligned in values. Only then can you strike the balance between healthy competition and collaboration that drives strategy execution.
As a leader, you are not only responsible for the strategy but also for the human space capable of executing it. That’s why, if you detect your team’s health is at risk, you must change dynamics, make tough decisions, and raise the talent bar to transform your team into a true engine of growth. If you do it with responsibility and purpose, you will succeed.