3 Powerful Dialogues to Reset and Refocus Your Team

If you are running an average team, your team probably had to work really hard last year. This means you had to prioritize work over learning, rest , development and coaching. In short, you had to prioritize work over individual needs. This is really common across industries and a variety of teams I work with.

The most seasoned and talent oriented leaders know how to strike a balance between focus on people and focus on work.

The beginning of the year is a perfect time to reevaluate what your people have been through and what they are about to get into as work demands start pouring in full swing.

There is a narrow window of opportunity for you to be their leader and lead them into the new year with a renewed energy and sense of purpose. It is also probably your last solid opportunity to thank them for their contributions last year and inspire to look at the next year with a fresh perspective.

The first few weeks of the year offer a unique, fleeting opportunity to inspire lasting change within your team—without resorting to policing or constant corrections. The new year symbolizes fresh beginnings and a reset mindset. This is the moment to seize their openness to change and channel it toward growth, empowerment, and transformation.

While there are lot of ways to recharge your team, I highly recommend investing time in these 3 powerful dialogues to get the most collaboration, accountability and sustainable behaviour change.

1. "The Change I want to See" Dialogue:

This Dialogue helps you and your team articulate what they want more of without blaming or complaining. It is a positive approach to change while ensuring accountability for it.

Set-up: Start with some ground rules like positive language, refrain from blaming others or giving feedback to individuals. Of course, you as a leader should go first.

Structure: Everyone uses the same structure to present their opinion: The change I want to see in 2025 is____________. I want this change so our can____________ and I can____________.

Closing: Acknowledge and reiterate all the changes proposed. Schedule time for a new meeting to select and prioritize the changes to work on first and then create a roadmap.

2. "Our Collective Strengths" Dialogue:

This dialogue encourages the team to focus on what they already do well and how those strengths can be leveraged to tackle future challenges. By reflecting on their collective capabilities, you set a tone of confidence and collaboration.

Set-up: Frame the conversation around celebrating wins and identifying team strengths. Emphasize that the goal is not to critique weaknesses but to amplify what works. Begin by sharing your observations about the team's key strengths.

Structure: Each team member responds to two prompts:

• "One strength I believe our team demonstrated well in 2024 is ____________."
• "I think we can use this strength in 2025 to ____________."

Closing: Summarize the key strengths identified and connect them to upcoming team goals or projects. Express gratitude for their contributions and highlight how their strengths will make the team's vision for 2025 achievable.

3. "What Support Looks Like" Dialogue:

This dialogue creates clarity around what individuals need to thrive while fostering mutual understanding and shared responsibility for team success. It helps uncover gaps and prevents burnout before work demands escalate.

Set-up: Create an open, judgment-free space. Encourage honesty and specificity in sharing what support looks like to each team member. Lead by example by sharing your own needs and commitments.

Structure: Ask team members to answer the following:

• "To do my best work in 2025, I need ____________ from the team."
• "To support the team in 2025, I commit to ____________."

Closing: Review the themes that emerge and propose actionable steps to meet shared needs. Highlight how this dialogue strengthens trust and collaboration within the team.

By facilitating these three dialogues, you not only re-energize your team but also set the stage for a year of intentional growth, accountability, and purpose. These conversations aren't just about checking a box—they're about creating a culture where people feel heard, valued, and empowered to bring their best selves to work every day.

Facilitation Tips for you:

1. Be prepared to listen and not respond or react.
2. Don't go with any expectations for the outcome or solving a problem
3. Make sure people understand this is future oriented session and they should refrain for complaining and blaming others.
4. Take pauses to process information and help others process and reflect.
5. Reflect and summarize what you are hearing for your own benefit and for others' benefit.

If you need help with designing or facilitating the dialogue, DM or book a call.