Team Cohesion and Impact

When a company deploys an AI transformation, everyone fixates on the technology but here’s what is even more important. It's about the people. Over the years, I've developed a simple but powerful tool to evaluate teams for AI readiness. I call it my Will-Skill Matrix for AI! It’s taking a pre-existing model and customizing it for AI deployments based on 13 years of deployment experience. This framework is copyrighted: © 2025 Sol Rashidi. All rights reserved. 𝗛𝗶𝗴𝗵 𝗦𝗸𝗶𝗹𝗹, 𝗛𝗶𝗴𝗵 𝗪𝗶𝗹𝗹: These are your champions - they have the technical capabilities and the hunger to drive AI adoption forward. 𝗛𝗶𝗴𝗵 𝗦𝗸𝗶𝗹𝗹, 𝗟𝗼𝘄 𝗪𝗶𝗹𝗹: Often your most technically brilliant people who resist change. They've mastered existing systems and see AI as either a threat or unnecessary complexity. 𝗟𝗼𝘄 𝗦𝗸𝗶𝗹𝗹, 𝗛𝗶𝗴𝗵 𝗪𝗶𝗹𝗹: Your enthusiastic learners. They may not understand neural networks, but they're eager to embrace AI-driven solutions. 𝗟𝗼𝘄 𝗦𝗸𝗶𝗹𝗹, 𝗟𝗼𝘄 𝗪𝗶𝗹𝗹: These team members neither understand AI nor want to adapt to it. They're comfortable in their current roles and see no reason to change. Here's the counterintuitive insight most leaders miss: The "Low Skill, High Will" group is your hidden treasure in AI transformation. I discovered this at one of my employers during a massive data overhaul. My most valuable contributors weren't always the data scientists with impressive credentials. Often, they were business analysts who couldn't code complex algorithms but brought boundless curiosity and deep business knowledge and a will to figure it out. Why does this matter? Because AI implementation isn't just a technical challenge - it's fundamentally a human change management project. In one particularly tough transformation, I spent months trying to convince resistant technical experts to embrace new methods. Meanwhile, I overlooked enthusiastic business teams eager to learn and adapt. The breakthrough came when I finally shifted focus. By empowering the "High Will" groups and pairing them with technical mentors, our implementation timeline was shortened by nearly 40%. This completely changed my approach to building AI teams. The most successful AI implementations don't just depend on having the best algorithms or the most data engineers. They depend on having people throughout your organization who are willing to reimagine what's possible - and who bring others along with them.

A-10 pilots are trained to shoot the 30mm Gatling Gun less than a football field away from friendly forces . . that’s a significant amount of firepower coming down in close proximity to friendly troops. And when things are going badly on the battlefield, there’s nothing more ground troops want to hear than an A-10 overhead. Why? Because over time, we have developed a bond with the troops on the ground. We have a proven track record of performance when it comes to these highly demanding situations. And when we hear “Cleared Hot” over the radio, confirming that we can shoot in close proximity to friendly forces, we know the ground controller also has the same high-level of skills and abilities. We trust each other and we value each other’s expertise so that when the situation demands it, we are prepared to execute.   Trust in a team is critical. It is absolutely the foundation for achieving a high level of performance. So how do we build that trust? ➡ Credibility: We establish credibility in our own area of expertise by ensuring we have the skills necessary to execute at the highest level. We train to be able to perform in complex scenarios, we train for worst case scenarios, and we train under stress. We are good at what we do. ➡ Reliability: We work together on a regular and consistent basis. We prove to each other that we are capable of performing in high stress situations. We deliver results. ➡ Dependability: We develop a sense of camaraderie and connection. We know that we can count on each other to get the job done. We show up when needed. ➡ Accountability: When we make mistakes or when we get it wrong, we take ownership of our actions. We share open and honest feedback so we can do it better the next time. Developing trust in a team takes time and commitment. However, when faced with adversity and uncertainty in a complex and dynamic environment, trust is absolutely critical to mission success. #trust #teamwork #FlyingInTheFaceOfFear

We tried every AI team structure. They all failed. AI-first teams. Human-first teams. Hybrid models. Pair programming with GPT-5. Then we stopped thinking about AI as a team member. Here's the structure that finally worked: We organize around problems, not roles. Each "pod" has: - A Problem Owner (human): Defines success - A Solution Explorer (human + AI): Finds approaches   - A Quality Guardian (human): Ensures standards - An Implementation Sprinter (human + AI): Builds fast - A Context Keeper (human): Maintains knowledge Notice what's missing? "AI Engineer" or "Prompt Engineer." AI isn't a role. It's a tool each person uses differently. The Problem Owner uses AI for market research. The Solution Explorer for ideation. The Quality Guardian for automated testing. The Sprinter for code generation. The Context Keeper for documentation. Same GPT-5. Five different applications. The breakthrough: Stop asking "How do we integrate AI into our team?" Start asking "What problems need solving, and who's best equipped to use which tools?" Our velocity doubled when we stopped treating AI as a separate thing. Your team structure should mirror your problems, not your tools. What organizational antibodies are you fighting while implementing AI?

Any manager can have a high-performing team. Pick one and take action today (tips below): 1. Set a Clear Mission Average teams execute tasks. High-performing teams drive outcomes. Your team needs to know exactly: • Why their work matters • How it impacts the company • What winning looks like The mission isn't a statement. It's their North Star for daily decisions. 2. Hire Aligned Talent High performers want to work with high performers. Stop compromising on: • Work ethic • Learning appetite • Team-first mentality One mediocre hire can destroy your culture. One fantastic hire can elevate everyone. 3. Care for Your Team High performance requires high trust. Get serious about: • Understanding their personal goals • Supporting their life challenges • Being there when it matters The best performers choose teams that care. Show them that's you. 4. Give Real Support High performers need rocket fuel, not red tape. Invest in: • Spaces that raise their energy • Tools that multiply their impact • Resources that accelerate results Remove one major obstacle weekly. Watch their productivity soar. 5. Respect Autonomy High performers need freedom to excel. Start trusting them to: • Design their approach • Make key decisions • Own their outcomes Micromanagement suffocates excellence. Give them space to innovate. 6. Reward Generously High performers know their worth. Get aggressive with: • Above-market compensation • Accelerated growth tracks • Meaningful recognition Don't wait for annual reviews. Reward excellence in real-time. 7. Develop Constantly High performers crave mastery. Create opportunities for: • Skill growth • Stretch assignments • Leadership development Treat learning like a priority. Not an after-party. 8. Eliminate Problems High performers hate waste. Ruthlessly target: • Broken processes • Unnecessary meetings • System inefficiencies Every barrier you remove Multiplies their impact. The difference between good and great teams? Great teams get better every day. Pick one area. Take action today. Watch your team transform. Helpful?  ♻️ Repost to help others.  💡 Follow Dave Kline for more.

High-performing teams literally sync their heartbeats during successful collaborations. And it's measurably good for cardiovascular health. A 2023 study published in Physiology & Behavior found that greater physiological synchrony (heart rate and heart rate variability synchrony) was observed between close collaborators compared to strangers, particularly during positive interactions, demonstrating that interpersonal connection enhances cardiac coordination. (Lin et al., 2023). This phenomenon occurs during: - High-performing team meetings - Successful negotiations - Collaborative problem-solving sessions - Executive coaching conversations The cardiovascular benefits: - Reduced stress hormones (cortisol) - Lower blood pressure - Improved autonomic nervous system regulation - Enhanced decision-making capacity This synchronization is mediated by our autonomic nervous system's response to social cues, shared communication patterns, and emotional co-regulation. As a cardiologist and organizational well-being executive, the evidence is clear: building genuine workplace connections is essential for business culture, and for our hearts. Literally. The takeaway: Investing in authentic team relationships may be one of the most evidence-based approaches to supporting both performance and cardiovascular wellness. What's your experience? #JustOneHeart #TeamPerformance #WorkplaceWellness #HeartRateVariability

AI won’t succeed because of a top-down rollout. It’ll succeed because of teamship. If you want to galvanize your people and unlock the real value of AI, here’s a strategy that’s rooted in human connection: 1. Surface your super users. They’re already playing with AI, finding shortcuts, creating real value. Don’t bury them in training and instead elevate them. Let them lead. 2. Create peer coaching circles. Four super users meeting weekly creates magic. Place them in small groups to share practices, coach each other and document successes. Bypass consultants for your in-house practitioners to elevate winning approaches. You only need outside expertise when internal innovation falls short. 3. Cross-pollinate relentlessly. Remix the groups. Share what’s working. Build a living knowledge base from inside your org. Let innovation spread like wildfire. 4. Scale through peer-led learning. Every super user becomes a coach. Every learner becomes a co-creator. Change cascades through trust. This is what teamship looks like in action. Don’t roll out AI. Co-elevate it. Let your people lead the way.

If I've learned one thing in my years of leadership, it's this: The success of your team will be largely determined by the trust you build with them. This applies to nearly every aspect of teamwork: Who you collaborate with. Who you solve problems with. Who you rely on during challenging times. Who you share successes and failures with. Achieving goals matters, but ultimately, it's the trust and relationships you build along the way that drive long-term success. Not convinced? Research consistently shows that high-trust organizations outperform others. Trust leads to better communication, increased collaboration, and a more engaged and motivated team. Here are 3 ways I’m making trust-building a priority in 2024: Open Communication:  ➟I encourage regular, honest conversations with my team, creating a safe space for them to share ideas, concerns, and feedback. Consistent Support:  ➟I make it a point to support my team members, providing the resources and assistance they need to succeed, and showing that I have their backs. Leading by Example:  ➟I practice transparency and integrity in all my actions, demonstrating the behaviors I expect from my team. Building trust isn't a one-time effort; it's an ongoing commitment. But the results—a cohesive, resilient, and high-performing team—are well worth it. How do you build trust with your team? Share your strategies below! #Leadership #TeamBuilding #Workplace #SuccessThroughTrust #HighPerformingTeams #WorkplaceCulture

Fragmentation is a natural byproduct of growth. The bigger you get, the more pieces you create. That’s not failure — it’s biology. But when leaders paper over those cracks instead of addressing them, they forfeit the real power of cohesion: a shared sense of purpose, pride, and possibility. Over 30 years of working with organizations, I’ve seen a troubling trend: leaders chasing faux-hesion — the illusion of unity — while the culture underneath stays disconnected. Here are 3 𝐜𝐨𝐦𝐦𝐨𝐧 (𝐚𝐧𝐝 𝐜𝐨𝐬𝐭𝐥𝐲) 𝐦𝐢𝐬𝐭𝐚𝐤𝐞𝐬 leaders make in the name of “teamwork”: 🔹 𝐃𝐞𝐜𝐥𝐚𝐫𝐢𝐧𝐠 𝐛𝐢𝐠 𝐭𝐚𝐫𝐠𝐞𝐭𝐬 𝐢𝐧𝐬𝐭𝐞𝐚𝐝 𝐨𝐟 𝐫𝐞𝐚𝐥 𝐬𝐭𝐫𝐚𝐭𝐞𝐠𝐲. Ambition is not alignment. “We’ll be #1” won’t unify a team that doesn’t know what hill they’re climbing — or why it matters. True cohesion comes from a strategy that’s clear, specific, and shared by everyone. 🔹 𝐏𝐮𝐛𝐥𝐢𝐬𝐡𝐢𝐧𝐠 𝐯𝐚𝐥𝐮𝐞𝐬 𝐭𝐡𝐚𝐭 𝐧𝐨 𝐨𝐧𝐞 𝐥𝐢𝐯𝐞𝐬. When “integrity” shows up after a scandal or “speed” becomes a focus because your launch cycles are lagging, employees know exactly what’s happening. Values that are aspirational but not operational destroy trust and unity. 🔹 𝐌𝐢𝐬𝐭𝐚𝐤𝐢𝐧𝐠 𝐦𝐞𝐞𝐭𝐢𝐧𝐠𝐬 𝐟𝐨𝐫 𝐜𝐨𝐥𝐥𝐚𝐛𝐨𝐫𝐚𝐭𝐢𝐨𝐧. 62 meetings a month. 57,000 hours across the top 400 leaders. All that time together doesn’t build cohesion — it builds burnout. Without clear decision-making and governance, you get noise, not alignment. Unity isn’t mysterious. It’s just hard. And worth it. Leaders who are brave enough to face fragmentation head-on — who build real strategy, model real values, and simplify how decisions are made — are the ones who create cultures that thrive at scale. I call this out in my Harvard Business Review article, read more here: https://hubs.ly/Q03klc190 #leadership #culture #cohesion #unity #teams #leaders #managers #OrganizationalBehavior

90% of leaders think their teams are effective. Only 15% actually are. Where do you fall? If you've been struggling with team performance, I've got a framework that transformed my own leadership approach. The traditional way to build teams focuses on individual performance. We hire for skills, evaluate based on output, and reward personal achievement. But this approach misses something critical: true high-performance comes from how people work together, not just how skilled they are individually. In my experience leading multiple teams across different industries, I've found a simple but powerful approach: 1. Establish Clear Goals  Not just what needs to be done, but why it matters. When team members understand the purpose behind their work, motivation soars. 2. Foster Open Communication Create an environment where everyone feels safe to share ideas, concerns, and feedback. The best solutions often come from unexpected voices. 3. Emphasize Collaboration Set up systems that reward collective achievements over individual heroics. This shifts the focus from "me" to "we." 4. Celebrate Diversity Different perspectives lead to better decisions and more creative solutions. Actively seek out and value varying viewpoints. 5. Lead by Example Show the behaviors you want to see. If you want collaboration, collaborate. If you want open communication, communicate openly. High-performing teams don't happen by accident. They're built intentionally. What's one team-building practice that's worked well for you? ✍️ Your insights can make a difference! ♻️ Share this post if it speaks to you, and follow me for more.

"Nothing fails you as a leader more than gossiping about your own team member to others." A strong leader builds trust, not breaks it. The moment you engage in office gossip about your own people, you send a message: no one is safe from criticism behind closed doors. 1. Want a high-performing team? Address issues directly, not through whispers. Face problems head-on. If someone struggles, I address it with them, not about them 2. Want respect as a leader? Speak with integrity, not in secrecy. Build trust like it's my most valuable asset—because it is. Praise in public, correct in private, always 3. Want a culture of trust? Coach in private, praise in public. Coach instead of complain. If I see potential, I nurture it—not tear it down in frustration. Talk about your people like they’re in the room—because word travels faster than speed of WiFi. 📢 A weak leader gossips. A strong leader speaks with integrity. Your team is always watching. Will they see a leader who builds or one who breaks? 📢 Great leadership starts with discipline in words and actions. Make sure they see a leader who uplifts, not one who undermines. A leader’s whispers today become a team’s silence tomorrow—trust dies in the echo. Every whisper behind closed doors writes the story of your leadership—choose your words wisely. 👉 What’s your take on leadership gossip? Have you seen it damage trust in organizations? Let’s discuss. #SaturdayMantra #Leadership #Trust #TeamCulture #Integrity #GrowthMindset