Movement: Teams

Aligning the people who make change possible

In any great performance, there’s an opener and a main event. The same goes for transformation. Your project team is the opener. They set the tone, shape the experience, and carry the vision forward. But it’s the main event, the people impacted by the change, who ultimately decide whether it sticks.

Too often, leaders focus on one group and overlook the other. When that happens, things break down. Execution might look clean on paper, but if the people who have to live with the change aren’t brought along, real adoption never takes off.

The Teams movement is about making sure both groups are aligned. It is how you build collaboration, clarity, and shared accountability across every layer of the change.

Why It Matters

You cannot lead change alone. You need both the team building the future and the team living it to play their part. When each group knows their role, how it connects to the vision and to other roles, and they feel supported, they stop working in isolation and start moving in harmony.

The Movement at a Glance

Core Themes

  • Working together in ways that amplify strengths and reduce silos.

  • Clarity on who does what, and how each role contributes to the whole.

  • The confidence that people can rely on each other to deliver and adapt.

Energizing When…

  • Teams support one another and celebrate wins together.

  • Everyone knows their lane and how it connects to others.

  • People feel ownership of both successes and setbacks.

Exhausting When…

  • Team members compete, withhold, or question each other’s intentions.

  • Confusion about responsibilities slows progress or sparks conflict.

  • People work in isolation without a sense of shared accountability.

Playlists & Notes: Ways to Keep This Movement In Sync

  • Assembling the Opening Act: Identifying and Empowering the Project Team

    Build a team with both skill and chemistry so collaboration feels natural.

    Define clear roles and ownership to reduce overlap and confusion.

    Empower the team to shape how the vision comes to life through their work.

  • Spotlight on the Main Event: Engaging and Aligning Impacted Teams

    Lead with empathy by acknowledging how the change affects daily work.

    Connect the “why” behind the change to what matters most for each group.

    Create two-way communication so people feel heard, not just informed.

  • Creating Harmony Between Acts: Bridging Project and Impacted Teams

    Translate plans into practical terms that make sense for those living the change.

    Bring project and impacted teams together regularly to share progress and insights.

    Reinforce shared ownership so everyone sees themselves as part of the success.

This framework is inspired by established change management principles and organizational psychology, and draws on my experience leading IT transformations. It is intended as a practical guide for reflection and action, not a formal academic model.