Enter the
Team Humming Meter — four core competencies that define every high-performing, coach-led team:
- Team Members Make Informed, Balanced Decisions
- Team Members Get Unstuck Quickly
- Team Members Grow Others All the Time
- Leaders Stretch Their Teams Every Day
Use these as a mirror to assess how well your team works — and where to tune up.
Humming teams don’t rely on instinct alone. They anticipate problems, weigh multiple perspectives, and make decisions that are informed and balanced — not popular, but right.
They:
- Spot early signs of issues and act before they escalate.
- Weigh the impact on people, processes, and the bottom line.
- Adapt quickly to new information without losing momentum.
- Communicate efficiently — no overload, no micromanagement.
These teams make decisions that move things forward and build trust.
Questions for You
- How often am I pulled into decisions my team should handle independently?
- How clearly does my team articulate the real problem?
- What information or data do we miss or overvalue in decision-making?
- What’s really driving our over-communication — clarity, or control?
Every day offers dozens of chances to get stuck. Humming teams get unstuck fast because they’re flexible, self-aware, and solution-focused.
They focus on issues, not individuals, and they manage tension with tact and strategy. Their goal is improvement, not blame.
You’ll see diplomacy backed by data — and a strong sense of “we’re in this together.”
These teams practise proven tools and methods, refine them regularly, and stay aligned around them. That shared discipline is what makes them resilient.
Questions for You
- How well do team members trust each other?
- How openly do they communicate — especially under pressure?
- How quickly does the team recover from setbacks?
- How well do they celebrate wins and clear up after challenges?
Alignment is what keeps the hum steady.
When decisions are clear and problems resolved fast, teams have time and energy to do something far more powerful —
grow each other.
Humming teams are talent incubators. They shadow, mentor, share knowledge, and build depth in their bench. When one person steps away, another steps up seamlessly.
They understand that growth is everyone’s responsibility.
Without that mindset, teams become fragile — reliant on a few key players. When those people leave, the system collapses.
Humming teams, by contrast, expect and plan for transitions. Handovers, step-ups, and new challenges are built into their rhythm.
Questions for You
- Do we have “backup talent” for our critical roles?
- How effectively do we help new members ramp up?
- How well do we share knowledge and collaborate?
- How intentional are we about mentoring others?
Humming teams think beyond tasks — they think about legacy.
If your team hums, you might ask yourself, “Do they still need me?”
The answer: Yes — but differently.
Leaders of humming teams still play a crucial role — they stretch, inspire, and challenge. They don’t hover. They amplify.
They:
- Know their people’s strengths, motivations, and growth goals.
- Provide opportunities that stretch capability and confidence.
- Step in to coach, not to control.
- Balance accountability with trust.
Their presence motivates — not intimidates. They create a culture of learning, resilience, and pride in performance.
Questions for You
- How well do I know my team members’ motivations and strengths?
- Can they articulate how their roles connect to our vision?
- Where do I need my team to excel next?
- Who holds me accountable for stretching my people?
High-performing teams don’t appear by accident. They’re built by leaders who coach, challenge, and care — every day.
When teams hum, the impact ripples across the organisation. Productivity rises. Morale strengthens. Innovation flows.
Clients notice. Stakeholders notice. The bottom line notices.
The opposite is equally true: dysfunctional teams create ripple effects too — but in reverse.
So, ask yourself — is your team humming? And if not, which part of the melody needs attention?
If you’re ready to change how you lead — to move from stress and struggle to clarity and connection — then this is your next step.
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