A team is not just the sum of its parts.

When we talk about team-building, we often think it’s just about nurturing relationships among team members. But a group of individuals who get along and enjoy each other’s company doesn’t necessarily make a team.

A real team has a shared name, business goals, and regular time in the calendar. But it also carries value systems, norms, and assumptions, many of which go unspoken.

When left unchecked, these traditions often spill over from the wider organisation, are carried in from people’s past experiences, or are shaped by social expectations around gender and age. Sometimes, they offer a comforting way for people to quickly find their place within the team. Other times, they can become obstacles that hold the team back or conflict with its mission.

As a leader, it's just as important to see the 'team' as a living, breathing being—and invest and develop it just as you would in your employees. What does the team stand for, encourage, or push against? Who’s able to shape it, and who’s left out? Is it enabling or holding back individuals from achieving what they need to?

Explicitly defining your team’s purpose, picking shared values, and building new rituals together can help everyone gain clarity on what you're working toward, feel a stronger sense of belonging, and take greater ownership of the team’s direction.

Next time you bring people together, dedicate time to consciously reflect on your team identity. Celebrate what you’re proud of, identify what could be better, and build the next version of the team that allows everyone to elevate their impact and lead positive change.

I work with leaders and organisations in the climate sector to shape work cultures that reward innovation, collaboration, and committed action. Get in touch to explore tailored strategies, away-days, or workshops to help your team grow and succeed together.