Three team patterns I’m seeing repeatedly just now:
1) The “New but Old” team
Restructures, process changes, cost pressures (often all three) mean familiar faces, new hires, & internal promotions are being asked to come together fast – & perform even faster.
2) The “Smaller” team
Fewer people, bigger roles. Complexity is reduced on paper, but it creates a new requirement: leaders must step out of the detail, think & operate more strategically, & help their teams do the same – without leaving a vacuum behind.
3) The “Existing” team
The team is stable & capable, but the expectation has shifted: more output, higher quality, fewer resources, faster turnaround times – often in a market that feels increasingly febrile.
You’ll have your own version of this depending on where you sit. But in all three scenarios, there’s a common trap: we focus on the cause (the magnet) or the effect (the iron filings). The real leverage is usually in the invisible field between them.
That field is the context: relationships, trust, decision rights, ways of working, incentives, culture, systems. When those forces are made visible, you can move at pace – because you’re no longer trying to “push” performance while the environment quietly pulls in the opposite direction.
If you’ve been adding up the parts but still don’t have the sum (thanks to Leonard Cohen), or if your “iron filings” scatter every time you bring out the magnet, it may be time to work on the invisible field.
If you’d like to explore what’s shaping your team’s performance – & what to adjust for 2026 – message me at rupert@strongerhumans.com for a free 30-minute consultation.
