« What Can't You Not Share? | Main | Do You Have The Commitment of A Gurkha? »


Mary Jo Asmus

Hi Steve,

I love your list! And so true - on more than one occasion, I've seen the group dynamics change when someone leaves and someone enters.

One addition to #3 that I would add, is if there is a charter for the team, then that should be revisited with the entry of the new individual. If not, it might be a great time to create one!

Also, relationships on a team can get off to a good beginning with the entry of someone new when the team takes a breath and spend the time to get to know each other again. We forget that relationships are formed and solidified through understanding others - and good relationships on a team are essential to getting stuff done. If it is possible to do so, revisiting MBTI results (or taking it and facilitating discussion around the results as a team), or some other team activity that can foster conversation can be a great opening for forging relationships with the new person on the team.


Hi Steve,
I happened to join a new group (in a new Company) about a year ago. To make the transition into the group smooth, I gave some time to the group ... stayed low profile trying to understand how the group functions, how they interacted and so on. It was easier for me to some extent since they were already informed that I would be joining as a new manager. We did have short discussions around points 3 and 4 mentioned above.

Steve Roesler

Mary Jo,

I'd certainly ditto both of those.

There was a time when managers viewed the "full blown" version as a valuable way to build teams and improve performance. Don't know what your experience is but I'm finding that there is more desire for "the Reader's Digest" version due to the pace of business and intentional team development being lower on the list of priorities.

Steve Roesler


It's helpful to hear from as many practicing managers as possible on these issues, so I appreciate your affirmation of the process. Hope things continue to go well for you. . .

MIke Rogers

Steve, thank you for your post. I am going to post this article to my teamwork and leadership LinkedIn group that I manage and trackback to it on my blog as well. This is wonderful insight to something we overlook many times on teams, and I like how you have outlined steps we should take as leaders to deal with the change. I agree with Gagan as well, relationships are absolutely key to successful teams. The more understanding that is created, the greater the trust among team members. When a new team member is introduced, there must be time for them to build relationships so they come up to speed quickly on the norms of the group and become a full functioning team member.

- Mike

Steve Roesler

Mike, that's terrific. I hope it is used to the benefit of all in the group.

Wally Bock

Congratulations! This post was selected as one of the five best independent business blog posts of the week in my Three Star Leadership Midweek Review of the Business Blogs.


Wally Bock

The comments to this entry are closed.

My Photo

Steve Roesler, Principal & Founder
The Steve Roesler Group
Office: 609.654.7376
Mobile: 856.275.4002

Enter your name and email address to receive your copy of my coaching eGuide.

Human Resources Today
Business Blogs



  • View Steve Roesler's profile on LinkedIn
Personal Growth from SelfGrowth.com

Get Updates via RSS Feed

  • Enter your email address in the yellow box for FREE daily updates

    Powered by FeedBlitz

Awards & Recognition...

  • Career 100
Alltop, all the top stories