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Let’s Keep It 100 About Team Dynamics
Every healthy team needs people who show up, follow through, and pull together. But many teams accidentally lean too hard on the same people..
Those people typically look like:
The reliable ones, the organized ones, the steady ones who “just get sh*t done.”
It’s rarely intentional and it’s usually a combination of speed, habit, and convenience.
But over time, it creates an imbalance where you have:
Some people contribute
Some people over-contribute
Some people coast
And EVERYONE knows who falls under which category…and this typically creates some form of resentment.
If you’re building (or part of) a team that wants to collaborate without sacrificing individuals, here’s where to start.
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Toolbox: Sustainable Teams Edition
5 Tips for Leaders & Individuals
1. Normalize Asking About Capacity
For Individuals:
Use this as a way to show collaboration without resistance, but still getting clarity:
“Can we look at priorities together? I want to make sure I’m focusing on what matters most.”
For Leaders:
Ask before assigning:
“What are you carrying right now, and what do you actually have room for?”
This one shift prevents overload and builds psychological safety.
2. Make Ownership Clear Instead of Assumed
For Individuals:
Redirect when needed:
“I can support part of this, but who’s the primary owner?”
For Leaders:
Define ownership out loud:
“Here’s who’s leading this, here’s who’s supporting, and here’s what success looks like.”
It removes guesswork and spreads responsibility more fairly.
3. Build a Culture Where Speaking Up Isn’t a Risk
For Individuals:
We’re not apologizing out here. Let’s try some clarity:
“I can take this on next week, not this week.”
For Leaders:
Respond with partnership (emphasis on partnership..not punishment):
“Thanks for naming that. Let’s adjust.”
This creates a team where people contribute honestly instead of silently drowning.
4. Track Invisible Work …So..You Know.. It Stops Being Invisible
For Individuals:
Write down recurring “unseen” tasks you handle.
For Leaders:
Review them monthly and delegate intentionally.
Often the most emotionally intelligent employees are doing work that no one is acknowledging.
If it matters, it needs airtime.
5. Rotate the Hard Stuff
For Individuals:
When asked to “do it again,” try:
“I handled it last cycle. Can this be rotated?”
For Leaders:
Implement structured rotation for:
Onboarding help
Crisis cleanups
Note-taking
Emotional labor tasks
It develops more people and protects the ones who carry too much.
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Unsustainable Behavior of the Week
Because these things need to be out in the open.
Letting the same 2–3 people absorb everything because “they’re good at it.”
The workflow for every missed task can’t be:
Someone drops the ball → it rolls to you → leadership applauds the catch → and now the ball has your name on it forever…even into the next life (if you get lucky enough to find yourself back in corporate that is).
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One to Think About
A short, sharp insight to carry through your day.
If you constantly step in, people never get the chance to step up..
Healthy teams work because responsibilities are shared…not stacked.
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Nervous System Break
A quick reset for your overworked brain.
For the overextended humans who need grounding and a tiny smirk:
“I’m not the department concierge.”
“I can redirect without losing credibility.”
“Everything isn’t urgent, even if it’s written in all caps.”
“I’m still a team player when I say no.”
And for leaders:
“My job isn’t to solve everything in real time.”
“I don’t have to reward burnout to encourage excellence.”
Reply All (Just Kidding, Just to Me)
If you're trying to show up without losing yourself…or trying to lead without burning people out…you’re in the right place.
Send whatever’s on your mind if you need too.
Until Next Time!
May your workload match your job description for once.
P.S.
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