Great teams aren’t built on talent alone. They’re shaped by connection, collaboration and trust. In our work with leaders, teams and organisations, we’ve seen that even the most committed teams can face the same challenges: a lack of clear purpose, siloed working, and low trust. These challenges often sit beneath the surface - yet with the right approach, they can be solved.

Challenge 1: When your team lacks a clear purpose.

Do your team members know their purpose, and can they describe it in the same way? Often, they can’t, and answers can vary wildly. This creates confusion and weakens alignment, making it harder to move forward together. 

One way to shift this is to start small: ask each person to describe the team’s purpose in their own words. Then compare responses and look for gaps, overlaps and insights. It’s a simple way to uncover misunderstandings and start building shared clarity.

It also helps to zoom out. How does the team’s work connect to the wider organisation? What value does it bring? When people can see the impact of what they do, it builds motivation, meaning and momentum. 

Challenge 2: When silos get in the way.

Silos aren’t always visible - they show up in subtle ways. A reluctance to share, a focus on “my team” over “our team” and a tendency to stay in your own lane. Even in collaborative organisations, it’s easy to fall into siloed habits.

You can make a difference by reconnecting people to a shared purpose. When everyone is working towards the same outcome, it becomes easier to break down the “them and us” thinking.

It also helps to create opportunities for connection: cross-functional conversations, shared problem-solving, or even simple team check-ins. And when collaboration leads to good outcomes, shine a light on it. The more we celebrate the wins that come from working together, the more likely we are to repeat them.

Challenge 3: When trust is low (even if no one says it out loud).

Low trust doesn’t always look like conflict. Sometimes, it’s quiet - a lack of openness, second-guessing, or a fear of saying the wrong thing. Even when teams are friendly, they may still be holding back. 

Building trust starts by recognising the person behind the role. When people feel safe to share what motivates them (and where they struggle), it changes how they relate to one another. 

Leaders play a key part here. When they model openness and vulnerability, it creates space for others to do the same. Encouraging behaviours like asking for help, offering feedback and acknowledging contributions builds a culture where people feel safe, supported and ready to collaborate more deeply.

What’s next?

These challenges aren’t new. But solving them takes more than good intentions. It takes consistent action, clear communication and the willingness to lean in - even when it feels uncomfortable.

That’s why we created our Leading Effective Teams course in our Online Learning Library. This course helps leaders build strong, connected, high-performing teams grounded in trust, purpose and collaboration. Click here to get started.