Team Recalibration to define roles and vision

RECALIBRATION: 3 Steps to Take Your Team From Stress to Clarity

leadership team development Mar 19, 2021

Have you ever heard someone play an out of tune violin? I bet that you were irritated by its jarring sound, far from the smooth and calming music you expected.

Are you leading an “out of tune” team? Do you have top talent and maybe top resources, but stress and friction stand in the way of the team’s success?

It might be time for a team recalibration and bringing clarity to your people by adjusting a few things or maybe even doing them differently.

What’s At Stake?

Your people’s engagement and productivity are on the line. The leading cause of stress, friction, and frustration on a team is lack of clarity around roles, goals, and expectations. A frustrated employee is only a step away from being a disengaged employee who has a negative ripple effect on the entire team.

But it does not have to be this way. Your team members can get on the same page and become a fine-tuned “violin”, making great music.

What Can You Do?

As a team leader, you can help shift your team from stress-to-clarity with what we call TEAM RECALIBRATION. Why this process works is simple. It does for the team what fine tuning a violin does for the sound it produces.

First, tuning a violin improves its sound and helps the musician bring a more excellent experience to the audience.

Second, it quickly identifies a string that needs to be replaced due to its wear and tear. There is nothing more confusing than the flow of music that’s interrupted by a string that snaps unexpectedly.

Just like tuning a violin, team recalibration ensures the team is ready to produce great music that comes from being fine-tuned to a common perspective and language.

3 Steps Of Team Recalibration

These simple steps can go a long way in transforming your team from stress to clarity:

  1. Define each person’s role and expectations. Make sure it’s part of your onboarding process for any new employee. Hold one-on-one conversations about them at least twice a year.
  2. Align each team members’ talents and strengths with their respective roles, so that they have a chance to do what they do best daily. Consider having each employee take CliftonStrengths® Assessment to help you identify, maximize, and leverage their innate talents.
  3. Define your team goals. Make them clear and compelling to every person on the team, so they can connect to those goals and actively contribute to them.

Take The Challenge

Here is a challenge for you if you want to immediately shift your team from stress to clarity, which is just one step in our High Performing Team Program.

This week meet with your team and ask everyone to score themselves on a scale of 1-5 (1-I don’t know, 5-I know for sure) on just one statement:

  • I know what is expected of me at work.

Then, ask them what you could do to help them move that number closer to 5. Allow some time for sharing.


If you’re looking for more ideas around getting the most out of your team, download a copy of the Executive Guide to Healthy Teams.

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