Resource for Team Leaders

Summary of Major Points

You may want to reflect on your team’s experience and the discussion that took place.

Here are a few of the ideas that may have come up during your team’s experience:


The “Those People” Game

The exercise was deliberately comedic – but had a point. When we notice how we are feeling – and write it down – we become more curious about ‘why’ we feel that way. This puts us in a generative and innovative place when it comes to creating solutions.


The “That Didn’t Work” Game

Becoming specific about ‘why’ a circumstance is not working reveals the reasons why it is frustrating. In this game, you revealed specifics about the shortcomings of your hybrid meetings – which lead to discussion about the higher-level root causes.


The “TV Teaches” Game

Hybrid work is not new. It has been done in formats like television news for decades. You learned techniques used in television so that you could see ‘how’ others address this in their work.

An Exercise For Your Next Staff Meeting

You may want to lead-off a future meeting with an ‘exercise’ or ‘game’ to extend the learnings from your experience. Here is an exercise Glenn developed for your team:

Perp excercise

In the Teamraderie experience, we explored some of the reasons for the divide between people in the main room and people who are joining virtually. But no matter where they are, we found out that the underlying needs are the same: people want to be able to express themselves, feel seen and heard, and have a sense of how others are feeling.


We also learned about the importance of noticing and finding “nuggets” that we can build on. Instead of simply concluding “Well, that didn’t work,” notice the nuances. Why didn’t it work as hoped? What surprised you? How can you incorporate the insight in whatever you try next?


Here’s an exercise for your team:

(1) Discuss In More Depth Next Time: When you have your next hybrid meeting, notice and note high points (yay!) and low points (arg!) in the meeting in terms of people being able to express themselves, feel seen and heard, and have a sense of how others are feeling.

(2) Reflect & Share: After the meeting, reflect on WHY – what was it about those points that made them high or low? Share your reflections with at least one other person who was at the meeting.

(3) Celebrate: Celebrate what you learned, whether it’s from high points or low points. Yeah!

(4) What To Try Next: Building on reflections in #2, think of one thing you can try differently in your next meeting. Examples: 

Perhaps you can have forums for expression before and after the meeting. Perhaps you can use audio or video messages. 

Perhaps during the meeting, instead of relying just on what’s said and what’s in the Zoom chat, you can have people write ideas in designated spots in a Google Doc or Google Slide, or a digital whiteboard. etc)

Perhaps you have something completely different to try!

(5) Make It a Cycle: At and after your next meeting, repeat this cycle of noticing and noting, reflecting, celebrating learning, and coming up with the next experiment.

An Email to Share with Your Team

Teamraderie recommends the documents and publications below for additional perspective:

Perp excercise
Principles Behind the Experience

Teamraderie experiences are designed in collaboration with management professors at Stanford University and Harvard Business School. Here are the principles incorporated into your experience:

Creation of ‘Safe Space’ for Meaningful Conversation

A University of Chicago (2021) study found employees experience deeper job satisfaction and rate their workplace higher when they are prompted to have more meaningful conversations with colleagues. This Teamraderie experience creates a ‘safe space’ for deeper conversation and a contextual way to prompt more meaningful interactions.

Team Development of Shared Empathy

A Harvard Medical School (2017) study showed ‘shared empathy’ – a leading indicator of effective teams – is constructively developed when members are exposed to  deeper elements of each others’ lives, particularly factors of ‘motivation’. This Teamraderie experience cultivates ‘shared empathy’ by creating space for sharing of relatable elements from working together.

Team Discussion of How to ‘Action’ a Shared Value

A MIT-Sloan (2020) study found that teams who openly discuss ‘how’ members can take actions that align with a stated cultural value (e.g., “better meetings”) demonstrate 25% higher performance of that value, as measured by financial metrics. This Teamraderie experience creates space for an explicit discussion of “how” you can improve hybrid meetings.

Additional Expert Resources for the Experience

Interested in learning more about these topics?


Teamraderie recommends the documents and publications below for additional perspective:

Author:  Francesca Gino, Harvard Business School

Highlight: “Rituals – even silly ones – a shared touch point that let all attendees, no matter where they join from, to feel a common purpose.”

Author: Jared Spataro, Microsoft

Highlight: “Those who embrace a new mindset and shift cultural norms will best position their people and their business for long-term success. Adapting to the influx of change in this business environment is no easy feat.”

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We appreciate the opportunity to work with modern managers
who are embracing new forms of leadership.