8 min read
4 (36 ratings)Why do some teams thrive under pressure while others crumble? The key lies in confidence, communication, adaptability, and safety.
1. The Tragic Lessons from Mann Gulch
The 1949 Mann Gulch disaster is a grim reminder of teamwork gone wrong. Twelve smokejumpers lost their lives when their team, though highly skilled, proved unprepared to work together under pressure. This tragedy showed how personal expertise is not enough—a shared team mindset and clear communication are essential.
The team struggled to unify their efforts when the fire rapidly escalated. Without a shared understanding of roles and strategies, their responses were fragmented. This highlights how important it is for teams to practice coordinated action, especially in high-stakes situations. Confidence in the group’s abilities, instead of just individual skills, can act as the glue that holds a team together during crises.
They also failed to adapt when predictable strategies proved useless. The team’s rigidity meant opportunities for creativity and quick response were stifled. What’s more, fear prevented open communication, creating an environment where innovation and problem-solving were impossible. The absence of psychological safety meant team members couldn’t effectively voice ideas that could have helped save lives.
Examples
- Lack of cohesion among the Mann Gulch smokejumpers undermined their swift decision-making.
- Their inability to adapt made them reliant on standard procedures that no longer worked.
- Fear silenced valuable suggestions, such as creating escape routes or alternative tactics.
2. Building Confidence in Teams
Confidence forms the bedrock of resilient teams. When team members collectively trust in their ability to succeed, they bond and thrive, even under pressure. A software development team launching a major product offers a great example: when clear processes and prior wins give them confidence, they are ready to handle unexpected hurdles.
Team confidence starts with clear goals. When team members understand their objectives and how their contributions support the larger vision, purpose and cohesion grow. The South African Black Mamba anti-poaching team exemplifies this clarity—they unite around protecting wildlife, which builds unwavering trust and cooperation within the group.
Empowering team members is also vital. Leaders at Virgin Group engage employees directly in policy discussions, fostering a sense of belonging and accountability. Transformative leadership, where leaders spark ambition and growth, is another tool. Salesforce achieves this by pouring meaning and selflessness into its culture, which keeps teams motivated and confident.
Examples
- The Black Mamba anti-poaching team unites around a single, clear goal of saving rhinos.
- Virgin Group invites employee input in policies, boosting a sense of ownership.
- Salesforce leaders inspire by teaching employees to aim for altruistic, personal growth goals.
3. Establishing a Teamwork Roadmap
Strong teamwork needs a clear roadmap that serves as the team’s compass in times of uncertainty. Just as hospital behavioral response units tackle workplace conflicts under immense stress, a structured plan can guide any team through tough moments.
To achieve this, teams should run consistent meetings to review roles, reflect on progress, and discuss challenges. This keeps everyone aligned and ensures the group can adapt to shifting circumstances. Moreover, training sessions that teach members to step into different roles make teams more versatile and foster stronger bonding.
Leaders should promote shared leadership where tasks and decisions rotate among members rather than being dictated hierarchically. This reinforces collective adaptability. A growth mindset culture should also be encouraged, where failures become lessons and members eagerly tackle new challenges. In parallel, simulated drills prepare teams to act fast during real crises.
Examples
- Regular meetings in hospitals align response units to sudden changes effectively.
- Shared leadership in military squads reduces reliance on a single point of command.
- Hypothetical disaster simulations in workplaces prepare employees for emergencies.
4. The Power of Improvisation
Today’s fast-changing world means teams must be ready to act creatively and immediately when plans fail. A product development team at a green goods company showcased this when they tweaked their new product’s formula on the fly to address unforeseen safety concerns for pets while maintaining its effectiveness.
The key to good improvisation lies in a shared awareness of team expertise, also known as transactive memory. When members know what their teammates offer, they tap into their colleagues’ strengths and collaborate faster under pressure. Equally important is fostering an environment that encourages diverse thinking. Diverse input sparks creative ideas when challenges arise.
Creativity isn’t just art—it’s the ability to design novel solutions to practical problems. Teams that prioritize creative brainstorming are better poised to handle unexpected roadblocks. However, balance is crucial; too much improvisation without restraint can lead to scattered results. Instead, merging creativity with strategic persistence keeps teams focused on finding workable paths forward.
Examples
- The green goods company reworked dangerous chemicals in their product faster by leveraging team knowledge.
- Brainstorming sessions that embrace diverse perspectives produce innovative solutions.
- Expert Formula 1 pit crews adapt to unpredictable malfunctions under high pressure.
5. Creating Psychological Safety
For teams to become truly resilient, members must feel safe expressing ideas, voicing concerns, and admitting mistakes. Psychological safety fosters trust and creativity, making every member feel their contribution—and themselves—are valued.
Inclusive leadership is an important piece of this puzzle. Leaders who actively listen to all employees, including quieter members, set the stage for everyone to be heard. Furthermore, openly discussing mistakes builds a culture of growth, where people feel free to take risks without fearing punishment.
Trust strengthens safety within teams, and this trust starts with approachable, consistent leadership. Peer-to-peer support also keeps group dynamics healthy, allowing for disagreements while avoiding echo chambers. In safe environments, participation and collaboration improve—leading to better outcomes for the team and the organization.
Examples
- NASA teams foster safety by breaking down hierarchies, letting junior engineers suggest adjustments to shuttle launches.
- Google discovered that psychological safety is the largest predictor of team success within its employees.
- Open mistake cultures at Toyota have improved product innovation processes.
6. Effective Remote Team Management
With remote and hybrid work on the rise, building resilient teams has become more challenging—and more important. Strategies must adapt to bridge physical gaps and create a strong sense of connectedness.
Clear goals carry heightened importance when teams are remote, helping workers understand their contributions. Teams can distribute leadership more dynamically in these setups, allowing power to shift fluidly based on expertise. Meanwhile, virtual tools like Slack or video calls open different methods of spontaneous problem-solving and brainstorming.
Psychological safety in remote teams thrives through transparent communication, adequate one-on-one check-ins, and efforts to establish personal bonds among team members. Virtual environments should prioritize clear expectations about responsibilities and give adequate praise for contributions. This fosters connection and trust, even when separated by distance.
Examples
- Team roadmaps improve focus for fully remote startups creating apps.
- Group improvisational Slack chats spark clever collaboration ideas instantaneously.
- Managers host online coffee chats to make remote employees feel less isolated.
Takeaways
- Conduct regular drills or simulated challenges to hone team problem-solving.
- Use team charters to clearly define roles and simplify collaboration.
- Actively cultivate trust by creating environments where everyone feels safe offering opinions.