A quarterly happy hour. A ropes course (remember those?). An annual offsite where everyone plays along.
Then they return to the same disjointed meetings, unspoken tensions, and underperforming teams. They leak valuable time, energy, and resources.
This approach is not just ineffective—it is expensive.
"Teams that bond for a day but break down for a quarter are not teams—they are liabilities." - Chris Young
When teams do not actively and continually work on how they work together, three things happen. Every time.
Unspoken issues fester.
Conversations happen in the hallway, not the room.
Leaders manage personalities instead of outcomes.
This is not “interpersonal friction.” It is a tax on execution.
"Every minute spent managing drama is a minute not spent building value." - Chris Young
Smart people stop contributing.
Risk-averse behavior takes over.
Decisions get watered down to what is safe instead of what is smart.
Psychological safety is not a buzzword. It is the gatekeeper to innovation.
"Innovation dies when silence wins the meeting." - Chris Young
A-players disengage or leave.
B-players linger in ambiguity.
The team performs at the pace of its dysfunctions—not its potential.
Your business does not rise to the level of your strategy. It sinks to the level of your team’s habits.
"You do not scale the vision—you scale the team’s discipline." - Chris Young
Real teams do not “event” their way to vulnerability-based trust. They build it—through structure, reflection, and repetition. Team building is not an interruption, but an investment in your team's future and mental health.
If you want a high-functioning, execution-ready team, install these three rhythms:
Audit how the team is performing across trust, conflict, commitment, accountability, and results.
Tackle the dysfunctions directly, not philosophically.
Onboard new hires into the team’s behavioral norms—immediately.
Step away from the noise.
Address behavioral drift and renew alignment.
Elevate expectations and reintegrate new leaders.
What gets neglected gets normalized. Reset before that happens. - Chris Young
Team health cannot stay confined to the executive level. It must be modeled, taught, and reinforced at every layer of the organization.
Every leader must teach and model the team’s operating norms.
Every team must adopt the same expectations and shared language.
Every manager must lead by example—holding others accountable starts with holding oneself accountable.
Every new hire must be formally onboarded into the team’s behavioral norms and dysfunction framework within their first 30 days.
This is not a passive handoff. It is a structured expectation.
Culture does not scale by accident—it scales by deliberate, repeatable onboarding.
"Your culture is only as strong as your weakest onboarding." - Chris Young
Team building is not an event. It is an operating system.
And like any system, it either runs by design or it crumbles under pressure.
If you are committed to building a team that executes with speed, alignment, and trust—
Do not wing it. Install the system. Work the muscle. And never stop.
“Show me a team that treats team building as an annual event, and I will show you a team that re-lives the same problems every quarter.” - Chris Young
The ultimate team building hack is The Five Dysfunctions of a Team by Patrick Lencioni. Get it - read it - share it with your team - make it a habit and more importantly - take your team through the Workshop.
Chris Young is a Trusted Advisor To Founders / CEOs | Certified Scaling Up Coach | Builder of People, Leaders, Teams & Economic Moats | Strategist and proud founder of The Rainmaker Group.