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  • Top 7 Skills Employers Look for on Resumes (and How to Show Them Right)

    Top 7 Skills Employers Look for on Resumes (and How to Show Them Right)

    Writing a resume can feel like trying to win the lottery. You’re pouring your achievements onto paper, hoping a recruiter doesn’t just skim past and toss it in the “meh” pile.

    But here’s a little secret: hiring managers aren’t looking for magic. They’re looking for skills. Real, measurable, relevant skills. And if your resume doesn’t scream, “Hey! I’ve got what you need!” in the first few seconds, it probably won’t get read at all.

    According to Zety, recruiters spend just 6–8 seconds on average scanning a resume. Six seconds! That’s less time than it takes to microwave a snack. So how do you stand out? The answer lies in knowing exactly what skills employers are searching for, and showing them off in a way that’s clear, confident, and results-driven.

    If you’re applying for jobs in Nigeria, Canada, or trying to break into international remote roles, your resume needs to speak the language of impact. And thanks to Applicant Tracking Systems (ATS), it also needs the right keywords to even be seen. Tools like Jobscan and ResumeWorded help scan your CV against job descriptions so you’re not playing resume roulette.

    Ready to find out what actually makes recruiters say, “Let’s interview this person”? Keep reading.

    1. Communication Skills: More Than Just “Good English”

    Saying “I have good communication skills” on your resume is like writing “I breathe air.” It’s expected but not impressive. What recruiters really want is evidence that you can write, speak, listen, and collaborate clearly in real work scenarios.

    In fact, a LinkedIn report ranked communication as one of the most in-demand soft skills across industries and it’s not going away any time soon.

    So, how do you show communication in action on your resume?

    Don’t say: “Excellent verbal and written communication”
    Do say: “Drafted weekly reports for executive team, leading to better cross-department updates”
    Or: “Presented design strategy to client stakeholders, resulting in a 2-week project sign-off”

    That second version doesn’t just tell me you can communicate. It shows me. And that’s the trick.

    If you’ve ever led a meeting, written internal documentation, replied to difficult clients, or created a pitch deck, that’s communication. Use that. Be specific, and use tools like Teal’s Resume Builder to plug in the right phrasing and metrics.

    And don’t forget to tailor! If the job post mentions “stakeholder engagement” or “presentation skills,” include those exact words. According to Indeed, customizing your resume with keywords gives you the best shot at passing ATS filters and catching a recruiter’s eye.

    2. Problem-Solving: Your Hidden Superpower

    Being a great problem-solver doesn’t always feel like a big deal until you write it down. But if you’ve ever fixed a broken process, figured out why something wasn’t working, or saved your team from a meltdown, congratulations, you’ve got one of the top most desirable skills across industries, according to the World Economic Forum.

    But again, just writing “problem-solving” isn’t enough. Show it in action.

    Don’t say: “Great at solving problems”
    Do say: “Identified delays in client onboarding and redesigned process using Notion, cutting turnaround time by 35%”
    Or: “Created automated follow-up system that reduced customer complaints by 40% in 2 months”

    The best way to structure these examples? Use the STAR method (Situation, Task, Action, Result). Not just for interviews, but directly on your resume bullets.

    Here’s a quick template you can steal:
    “[Action] [what you did] to [solve what problem], resulting in [measurable outcome].”

    Employers don’t just want people who can do what they’re told. They want thinkers. Fixers. People who spot patterns and propose better ways to work. If you’re applying to roles in startups, nonprofits, or consulting. Problem-solving could be your golden ticket.

    And if you’re not sure how strong your examples are? Tools like SkillSyncer or even ChatGPT can help you rephrase weak bullets into impactful ones.

    3. Teamwork & Collaboration: Show You Can Play Well with Others

    Employers don’t just hire skills, they hire people they can work with. Whether you’re applying to join a 3-person tech startup in Lagos or a government agency in Ottawa, your ability to collaborate is going to set you apart.

    It’s no longer enough to say you’re a “team player.” That phrase is so worn out it’s basically invisible to recruiters. Instead, show how you’ve worked with others to achieve a shared goal across departments, functions, or even continents.

    Don’t say: “Great team player”
    Do say: “Collaborated with marketing and design teams to launch an Instagram campaign that reached 25,000+ users and increased conversions by 18%”
    Or: “Worked closely with cross-cultural teams in Nigeria and Canada to align on project scope and deliverables for a fintech launch”

    Remote work has made collaboration even more nuanced. According to Buffer’s State of Remote Work, communication and collaboration are two of the biggest challenges remote teams face. So if you’ve used platforms like Slack, Notion, Zoom, ClickUp, or Trello to keep things moving, mention that.

    You can even drop in a tool-specific phrase like:

    “Facilitated weekly retros on Slack and tracked team KPIs using Trello”

    Not only does this show your ability to collaborate, it also ticks the ATS-friendly keyword box.

    4. Adaptability: The Skill That Kept Everyone Sane During COVID

    Life doesn’t always go as planned and employers want to know if you can handle the curveballs. That’s where adaptability comes in.

    Especially post-pandemic, recruiters are searching for people who can pivot, learn fast, and stay calm when priorities shift. According to the World Economic Forum’s Future of Jobs Report, adaptability (or “resilience, flexibility, and agility”) is among the top 10 skills for 2025.

    So how do you prove it on your resume?

    Don’t say: “Adaptable to change”
    Do say: “Shifted to fully remote workflow in 48 hours, adopting Zoom and Asana to manage a team of 5 across 2 time zones”
    Or: “Volunteered to lead onboarding for new hires when HR lead went on leave, helping 3 staff settle in without delay”

    If you switched careers, changed industries, or picked up new skills like Canva, Python, or Salesforce in a short time, that’s gold. Highlight it.

    In Canada especially, immigrant jobseekers are expected to show that they can adapt to a new workplace culture quickly. Your resume can be your first proof of that, especially if you tailor it using Job Bank Canada’s resume resources.

    5. Leadership: No Title Required

    Too many people think “leadership” means you have to be a manager or director. Nope. Some of the strongest leaders are team leads, interns, or volunteers who step up when it counts.

    So how do you show leadership without the fancy job title? You talk about initiative, mentorship, and impact.

    Don’t say: “Strong leadership abilities”
    Do say: “Spearheaded a peer-learning group that helped junior staff improve client communication, resulting in fewer escalations”
    Or: “Volunteered to lead training for new hires on CRM tools, reducing onboarding time by 30%”

    The Harvard Business Review notes that effective leadership is more about empathy, emotional intelligence, and performance, not ego. If you’ve taken initiative to solve a team problem, improve morale, or coach someone you’re already leading.

    And if you’re in a nonprofit, church group, community initiative, or student club? Don’t downplay it. Employers care how you lead, not just where you lead.

    6. Time Management: Do You Actually Get Stuff Done?

    You know what scares recruiters? People who say “I’m a multitasker” but can’t meet a single deadline. That’s why time management is more than a buzzword, it’s a trust factor.

    Hiring managers want to know you can juggle tasks, manage your calendar, and prioritize the right things. Especially in roles where autonomy is key (like remote jobs, project-based gigs, or marketing roles).

    Don’t say: “Strong time management skills”
    Do say: “Managed 6 client accounts simultaneously while meeting 100% of deadlines for 12 months straight”
    Or: “Used Notion to organize and deliver 20+ monthly blog posts ahead of schedule while coordinating with 3 content contributors”

    Time management also means using the right tools. If you’re into digital productivity, mention platforms like ClickUp, Todoist, or even good old Google Calendar. It gives recruiters a mental picture of how you actually work.

    Also, the way you format your resume shows time awareness. A clean, well-structured resume without fluff? That’s someone who respects time, theirs and the reader’s.

    7. Technical or Industry-Specific Skills: Speak the Language of Your Field

    Soft skills are great but if your resume doesn’t show that you can actually do the job, it won’t matter how “adaptable” or “collaborative” you are. Employers want proof that you have the hard skills or technical chops their business runs on.

    And this doesn’t only apply to tech bros and software engineers. Whether you’re a graphic designer, sales executive, data analyst, project manager, digital marketer, or teacher, there are industry-specific tools, platforms, and methodologies you need to speak to directly.

    So how do you show these skills without sounding robotic?

    Don’t say: “Skilled in software”
    Do say: “Designed 12+ digital campaigns using Canva and Buffer to grow Instagram reach by 60%”
    Or: “Analyzed customer trends using Excel PivotTables and Tableau dashboards to inform product strategy”

    If you’re a jobseeker in Canada, don’t assume recruiters will know what Nigerian tools or certifications mean. Be specific. Translate your experience to match Canadian workplace tools and terminology. Talent.com offers a great breakdown of in-demand job-specific skills across Canada.

    Use the job description as a cheat sheet. If they mention “HubSpot,” “Agile,” “Photoshop,” “Python,” or “QuickBooks,” and you’ve used it, mention it. You’ll not only match the ATS filters, but also send a subconscious “I speak your language” signal to the hiring team.

    Format Your Skills for Maximum Visibility

    Now that you’ve got the skills and the right words, let’s make sure they don’t get buried.

    • Place your most relevant skills near the top. That means your Professional Summary or the first 2–3 bullet points in each role should include keywords like “collaborated,” “launched,” “led,” “streamlined,” or “analyzed.”
    • Use a dedicated Skills section — but don’t just list 30 tools like you’re showing off a tech stack. Group them into categories (e.g., Design Tools, CRM Platforms, Data Analysis) for easier scanning.
    • And yes, numbers still matter. Wherever possible, quantify your impact:

    “Reduced customer churn by 25%”

    “Trained 20+ team members in 3 months”

    “Managed budgets up to ₦5M” or “$10K monthly spend on Meta ads”

    Tools like Enhancv and Kickresume can help you format a modern, visually appealing resume without losing the keywords that matter.

    Make Your Resume a Mirror of What Employers Want

    Recruiters aren’t searching for perfection, they’re searching for alignment.

    When your resume reflects the exact skills an employer is looking for, in the right words, with measurable impact, you instantly rise above the noise. You’re not just another applicant, you’re a problem solver, communicator, time manager, leader, and doer. And you’ve got receipts.

    So here’s your new plan:

    • Ditch vague fluff and show proof
    • Use tools like Jobscan, Teal, or Resumeworded to tailor your application
    • Speak the employer’s language, especially if you’re navigating cross-market job hunts (Nigeria → Canada? You’ve got this.)

    And if you’re stuck on how to start or feel your resume still sounds “just okay,” Anutio’s career experts can help you rewrite it with clarity, confidence, and Canadian compliance. We know what employers want and we help you say it right.

    Ready to transform your resume into a job magnet? Reach out to Anutio today and let’s get you that callback.

  • Hiring vs. Upskilling: Which Grows Teams Faster?

    Hiring vs. Upskilling: Which Grows Teams Faster?

    We’re all under pressure to grow teams fast, especially in competitive markets like tech, health, finance, and even creative industries. But when the pressure’s on, leaders are often caught between two choices: Do we bring in new blood, or do we double down on the talent we already have?

    This question isn’t just theoretical, it’s a real strategic crossroads for businesses trying to scale without burning out. Companies are realizing that while skills gaps are widening, budgets are shrinking, and the cost of a bad hire is real (as much as 30% of the employee’s first-year earnings, according to the U.S. Department of Labor).

    And it’s not just about the money. It’s also about time-to-performance, team chemistry, and how quickly your team can hit the ground running. So in this article, we’re diving into the pros, cons, and real-world outcomes of hiring versus upskilling so you can make smarter, faster decisions.

    The Benefits of Hiring New Talent

    When you need speed, hiring feels like the obvious go-to. And honestly? It does have its merits.

    For starters, when you hire strategically, you can plug critical skill gaps almost immediately, especially if you’re bringing in someone with niche expertise. Let’s say your team is about to roll out a data-intensive project, but no one’s fluent in Power BI or Tableau. Bringing in someone with direct experience can save your team weeks of scrambling and tutorials.

    Another big plus is that new hires bring fresh thinking. According to a LinkedIn Global Talent Trends Report, companies that prioritize external hires for innovation tend to see higher levels of creativity and problem-solving. New eyes can spot outdated processes that your current team has been tolerating for years.

    That said, hiring is expensive. According to SHRM, the average cost-per-hire in the U.S. is over $4,700. Not to mention the time it takes from drafting the job description to onboarding and ramping up. Plus, there’s the risk of cultural misalignment. A technically qualified person who doesn’t gel with your team can actually slow progress down.

    So while hiring might feel fast, it can sometimes be a short-term high with long-term consequences if not done right.

    The Power of Upskilling Your Existing Team

    Investing in your existing team means betting on people who already understand your company culture, your values, and your systems. That’s not just smart, it’s sustainable. And in many cases, it’s faster than you think.

    Take this stat: a study by McKinsey showed that 94% of business leaders expect employees to pick up new skills on the job. Companies like Amazon and PwC are investing billions into upskilling programs for their staff. Why? Because it costs less and reduces churn.

    Upskilling also boosts employee morale and retention. When people feel invested in, they stay. According to LinkedIn’s Workplace Learning Report, employees at companies with strong learning cultures are 2.9x more likely to be engaged and 3.6x more likely to report being happy at work. That kind of engagement translates into faster output and stronger performance.

    There’s another perk: cross-skilling. Instead of hiring multiple specialists, you can train one person to handle overlapping roles. For example, your marketing associate could be trained in email automation or analytics, making them far more versatile in lean times.

    But upskilling isn’t always quick. You need structured learning paths, mentorship, and accountability. And not everyone learns at the same pace. If you’re dealing with an urgent product launch, waiting months for someone to get certified may not be feasible.

    Still, when baked into your long-term workforce strategy, upskilling builds loyalty, trust, and a deeper bench of adaptable talent.

    Which Grows Teams Faster?

    Which one actually grows teams faster, hiring or upskilling?

    If we’re talking immediate results, hiring often wins the race. When you’ve got urgent deliverables and need a plug-and-play expert, bringing someone in with ready-made experience helps you hit your KPIs quickly. A report from the World Economic Forum noted that 44% of the core skills employees need will change within five years, which means companies have to move fast. If your internal team isn’t ready, external hires can close that gap fast—but only temporarily.

    But here’s the thing: speed doesn’t always equal sustainability.

    According to a 2023 study by Deloitte, companies that invest in internal capability building grow twice as fast over a three-year period compared to companies that lean mostly on external hiring. Why? Because they develop institutional knowledge, loyalty, and cultural cohesion, all things that compound over time.

    And then there’s the onboarding curve. Even the best hire will need 2–6 months to get truly embedded in your team culture and workflows, according to BambooHR. So while they might be skilled, they’re not truly accelerating your growth until they’ve adjusted.

    Hiring grows your team quickly on paper. Upskilling grows your team deeply in practice. The fastest growth? Often comes from a strategic blend of both.

    The Smartest Play? Combine Hiring with Upskilling

    Now this is where the magic happens.

    The smartest, most agile teams in 2025 and beyond aren’t picking a side. They’re doing both hiring for critical skill gaps while also building a learning culture that keeps their internal talent evolving. Think of it like farming and shopping at the market. Sometimes you need to plant and wait, sometimes you need to grab ingredients now. Both feed the system.

    Companies like IBM, for example, have built internal “skills academies” to upskill existing teams while actively recruiting new talent for emerging tech roles. Their approach isn’t either-or, it’s ecosystem thinking. Similarly, Microsoft’s Skills for Jobs initiative is equipping internal staff for AI and cybersecurity roles while aggressively hiring specialists.

    Here’s how to blend both approaches in a smart, scalable way:

    • Hire for innovation; upskill for retention. Use hiring to bring in new capabilities or break into new markets. But use upskilling to protect your culture and grow from within.
    • Create clear learning pathways. Tools like Coursera for Business, LinkedIn Learning, and Degreed help you map out upskilling strategies that align with business needs.
    • Build mentorship into your onboarding. New hires should not only learn, they should teach. Let them share their expertise while your current team absorbs and applies it.
    • Track ROI for both. Use tools like Workday or Lattice to measure time-to-productivity, employee engagement, and upskilling outcomes so you can iterate intelligently.

    The businesses that will win the talent game aren’t choosing sides. They’re playing the whole board.

    Grow Fast But Grow Smart

    Team growth is no longer just about headcount, it’s about capability, cohesion, and staying ahead of the curve. While hiring can be a powerful accelerator, it’s not a fix-all. And while upskilling builds long-term strength, it isn’t always fast enough in isolation.

    The key? Strategic balance. Hire when you must. Upskill always. Growth isn’t just about speed. It’s about direction.

    Want a team that grows fast and lasts? Build a culture where learning is constant, where new talent elevates old talent, and where growth is both a goal and a mindset.

  • Top 3 Mistakes Managers Make When Hiring in a Rush

    Top 3 Mistakes Managers Make When Hiring in a Rush

    Hiring under pressure is a manager’s rite of passage. Whether it’s an unexpected resignation, a sudden project ramp-up, or the panic of quarter-end targets, we’ve all been there. The scramble to fill a gap quickly feels justifiable, until it backfires.

    The problem is, rushed hiring rarely leads to smart hiring. According to a LinkedIn Global Talent Trends report, 89% of bad hires are linked to poor soft skill assessment and rushed decisions. That’s not just a performance problem, it’s a team morale and culture risk too.

    Hiring the wrong person costs businesses up to 30% of that person’s first-year salary, according to the U.S. Department of Labor. Imagine throwing that kind of cash into a black hole repeatedly.

    If you’re in a hiring dash right now, pause. Take a deep breath. Let’s walk through the top three mistakes most managers make when hiring in a hurry and how to do better (without slowing down too much).

    Mistake 1: Prioritizing Speed Over Fit

    Hiring “the next available candidate” rarely works out long term. Culture fit, team dynamics, and future potential often get sidelined in the name of speed. And what do you get? Someone who technically ticks the boxes but drains the vibe of your team or quits in three months.

    In fact, companies with strong alignment between culture and talent are 1.8x more likely to report higher performance, according to PwC’s Future of Work study.

    A smarter shortcut? Build a pre-vetted talent pool in advance. If you’re not already using platforms like Anutio (especially for African and immigrant professionals), or Hiretual for AI-driven sourcing, you’re missing a huge chance to hire fast and right. These tools help you stay ready, so you don’t have to get ready in panic mode.

    Always have a “bench” of warm leads even if you’re not hiring today. That way, when a role opens up, you already know who to call.

    Mistake 2: Ignoring Red Flags in Interviews

    Desperation clouds judgment. In rushed interviews, managers tend to overlook warning signs: inconsistent answers, vague responsibilities on resumes, or even attitude issues. You start convincing yourself why it’s okay, “They’re coachable,” “We’ll train them,” “They seem eager.”

    You can’t teach integrity, emotional intelligence, or work ethic in onboarding.

    According to Harvard Business Review, one of the most cited reasons for failed hires is a lack of soft skills, which are often easy to spot if you’re paying attention. But in a rush, we zoom past those gut-check moments.

    A better strategy? Use structured interviews with scorecards, like the Topgrading method, to anchor your decision-making. And if you’re not using tools like VidCruiter or HireVue, you’re leaving too much to guesswork. These platforms help standardize the process and surface patterns you might miss in a quick chat.

    If a candidate can’t give clear examples of past work, lacks curiosity, or overuses buzzwords without substance, pause.

    Mistake 3: Skipping Onboarding Planning

    So you finally found someone. Signed, sealed, starting Monday. Relief, right?

    But then you realize, no onboarding doc, no welcome email, no tools set up. The new hire spends the first week staring at a half-configured laptop and shadowing people who are “too busy” to train them. That’s not onboarding; that’s being set up to fail.

    According to Gallup, only 12% of employees strongly agree their organization does a great job onboarding. That’s terrifying when you consider that good onboarding improves new hire retention by 82% and productivity by over 70%.

    Even if you’re in a rush, onboarding should never be an afterthought. It’s how you anchor new hires into your culture, expectations, and momentum. Use checklists like ClickUp’s free onboarding template or Trello’s remote onboarding board to create structure, even if you’re building the plane while flying it.

    A rushed hire without onboarding is a ticking resignation letter.

    The Hidden Costs of Rushed Hiring

    Hiring mistakes don’t just cost time, they bleed money, morale, and team momentum. According to CareerBuilder, 74% of employers admit they’ve hired the wrong person for a position. And that’s not even counting burnout from team members who have to pick up the slack.

    A bad hire affects:

    • Team trust: When managers hire recklessly, employees lose faith in leadership judgment.
    • Culture dilution: One toxic or disengaged hire can undermine months of team building.
    • Time lost: From training to managing poor performance to eventual replacement, it’s exhausting.

    Want to visualize this? HeyTaco’s Cost of Turnover Calculator can help you estimate what each bad hire could be costing your organisation, especially in fast-paced or resource-tight environments like nonprofits or startups.

    You’re not saving time when you hire fast. You’re just borrowing problems from the future.

    How to Hire Fast and Smart (Yes, It’s Possible)

    Speed doesn’t have to mean sloppiness. You just need the right guardrails.

    Here’s how high-performing teams balance urgency with excellence:

    • Build a hiring scorecard – Tools like Notion or Workable let you align your team on what “great” actually looks like.
    • Pre-write your job descriptions – Keep evergreen roles on file so you’re not scrambling to craft JD copy at 1 a.m. when someone quits.
    • Use async interview tools – Platforms like Willow and Hireflix help you gather video responses fast, saving you 60% of your screening time.
    • Always be hiring – Even when you’re not hiring. Build your pipeline in advance through career pages, talent newsletters, or partnerships with platforms like Anutio that help you connect with vetted talent across Nigeria and Canada.
    • Keep onboarding plug-and-play – Store your company intro deck, process maps, and welcome checklist in one linkable doc. It makes each onboarding feel intentional even if you’re onboarding during a fire drill.

    Hiring fast isn’t about skipping steps. It’s about streamlining the right ones.

  • Do You Belong on a High-Performing Team? Here’s How to Know

    Do You Belong on a High-Performing Team? Here’s How to Know

    Everyone wants to say they work in a high-performing team. It’s the LinkedIn dream, right? Photos of post-it-filled walls, virtual high-fives, Slack emojis flying around. But the truth is, not everyone fits into these kinds of teams, and not every team is actually high-performing. Just because everyone’s busy doesn’t mean everyone’s aligned.

    So how do you know if you’re the kind of person who thrives in a team that moves fast, pushes hard, and grows together?

    This isn’t just about personality tests or job titles, it’s about self-awareness, shared values, and how you show up when things get uncomfortable. Whether you’re working in tech, media, education, or even within a social impact organization like Anutio, being on the right kind of team (and being the right kind of teammate) matters for everything from your mental health to your career trajectory.

    What Makes a Team ‘High-Performing’?

    Before you can figure out whether you belong, we need to first define what a high-performing team actually is. Spoiler: it’s not just about KPIs and deliverables.

    According to MIT’s Human Dynamics Lab, high-performing teams have one thing in common: energy, engagement, and exploration. In other words, it’s about how people interact, not just what they do.

    Here’s what usually shows up in these teams:

    • Clarity of purpose. Everyone knows why they’re here.
    • Mutual accountability. No hiding. Everyone owns their results.
    • Psychological safety. People feel safe speaking up (see Google’s Project Aristotle).
    • Healthy conflict and feedback loops. Disagreements happen, but they move the team forward.

    Tools like Atlassian’s Team Health Monitor let you self-assess your team’s strengths and blind spots in areas like alignment, decision-making, and trust. And frameworks like Patrick Lencioni’s “Five Dysfunctions of a Team” are still gold for understanding why most teams fail.

    If you’ve ever worked on a team where you actually looked forward to the Monday morning standup or had a teammate who pushed you to grow, you’ve probably tasted it.

    Traits of People Who Thrive in These Teams

    High-performing teams only work when they’re made up of people who are emotionally agile, curious, and self-managing.

    You don’t have to be the loudest in the room, but you do need to bring the kind of energy that fuels momentum.

    The kind of people who thrive in high-performing teams tend to have:

    • A strong sense of self-awareness: They understand their triggers, their limits, and their unique value. As Tasha Eurich’s research shows, internal self-awareness changes the game for collaboration.
    • A growth mindset: They don’t sulk when corrected, they listen, tweak, and try again. According to Carol Dweck’s work, this mindset leads to higher resilience and better performance over time.
    • Excellent communication habits: They ask questions, seek clarity, and don’t avoid hard conversations. Tools like Crystal Knows can help you understand communication styles across your team.
    • Emotional intelligence (EQ): The ability to regulate your emotions and empathize with others is more valuable than IQ in fast-moving teams. Daniel Goleman’s EQ framework breaks this down beautifully.
    • Accountability without ego: They’re happy to celebrate wins, own their mistakes, and give credit generously. In fact, research from Gallup shows that accountability is one of the strongest predictors of engagement and performance.

    You don’t need to tick every box, but if you read through that list and felt like “Yup, that’s me” or “I’m working on that”, you’re on the right path.

    Red Flags: Signs You May Struggle in High-Performing Teams

    Not everyone wants to be in a high-performing team and that’s okay. These environments aren’t for the faint-hearted. But if you’re constantly clashing with collaborative expectations, missing deadlines, or reacting defensively to feedback, it might be time to pause and reflect.

    Here are a few signs you might find it hard to integrate:

    • You avoid accountability or pass blame – A team is only as strong as its weakest accountability loop. If your instinct is to say “It wasn’t my fault,” you’ll slow everyone down.
    • You find feedback threatening instead of helpful – According to Radical Candor, direct feedback given with care is essential for growth. If you shut down when challenged, that’s a roadblock.
    • You need constant supervision or micromanagement – In high-performing teams, autonomy is sacred. Tools like Trello or Asana exist so everyone stays aligned without being hovered over.
    • You often interrupt, dominate, or withhold info – Teams thrive on psychological safety and open communication. If your style shuts others down, you become the bottleneck.

    If some of these feel familiar, don’t panic. Recognizing these patterns is the first step to unlearning them. High-performance isn’t about being perfect, it’s about being open to growth and change.

    Can You Learn to Belong? Absolutely. Here’s How.

    Let’s get this out of the way: you don’t need to be “born” for high-performing teams, you can grow into them. That’s the beauty of human potential. Most of the people you admire, the calm project manager, the collaborative designer and the visionary strategist learned how to show up like that over time.

    Here’s how you can, too:

    Start With Self-Reflection (and Honest Feedback)

    Self-awareness is the foundation. Use tools like the Johari Window model to uncover the blind spots between how you see yourself and how others experience you. Even better? Ask for feedback through 360-degree reviews if your workplace offers it.

    Ask questions like:

    • What’s it like working with me when I’m under pressure?
    • What’s one thing you wish I’d do more or less of?

    Build Collaboration Skills Like a Muscle

    Join cross-functional projects that push you to work with different people and personalities. Try low-stakes collaboration platforms like Slack’s huddle rooms, or lead a short sprint on Miro or Notion.

    The more you build collaboration as a habit, the less intimidating it becomes. You’ll also learn how to communicate clearly, resolve tension, and co-create without drama.

    Study People Who Thrive in Teams

    Follow managers and culture designers who talk openly about team dynamics. I love what Julie Zhuo (former VP of Product Design at Facebook) shares about building teams, and how The Ready breaks down self-managing teams and team design in fast-paced companies.

    You could also pick up “The Culture Map” by Erin Meyer, which breaks down why cross-cultural team friction happens and how to work through it.

    Practice Small Acts of Psychological Safety

    This doesn’t need to be dramatic. You build trust one conversation at a time:

    • Admit when you’re confused.
    • Ask a quieter teammate for their opinion.
    • Say thank you for feedback, even when it stings.

    According to Amy Edmondson’s research, these micro-moments are what make teams safe—and safety is the birthplace of performance.

    Rewire How You Process Feedback

    Let’s be honest. Getting feedback can feel like a personal attack if you weren’t raised in environments that encouraged it. But reframing feedback as a tool, not a threat, is key. Use the SBI method (Situation, Behavior, Impact) to deliver and receive feedback more objectively.

    Even saying, “Can I sit with that for a bit?” is a professional and self-aware response that shows emotional maturity.

    Why It Matters (and How to Find the Right Fit)

    So… why go through all this reflection, rewiring, and work? Because the quality of the teams you belong to directly affects your career trajectory, your mental health, and your overall sense of meaning.

    We spend a huge chunk of our lives working. The difference between dreading Monday and looking forward to it often comes down to team dynamics, not your actual job title.

    Better Teams = Better Outcomes

    In high-performing teams, you’ll learn faster, grow quicker, and take more meaningful risks. You’ll also get more visibility and promotion opportunities, because leaders trust people who show up as co-creators, not just task-doers.

    As this McKinsey report on team performance shows, companies with strong team cultures report 2.5x higher productivity and retention. Translation: better teams build better careers.

    It Helps You Say ‘No’ to the Wrong Work Environments

    Not every workplace deserves you. If you value collaboration, growth, and shared wins, but you’re stuck in a toxic, top-down culture—you’ll burn out, shrink, or worse, lose your spark.

    Tools like Culture Index, Team Dynamics Profiles, or even simple “vibes checks” during interviews can help you assess whether a company supports high-performance or just pretends to.

    You can also use platforms like Glassdoor or Teamblind to hear directly from employees.

    You Don’t Have to Force It, Just Align With It

    The goal isn’t to become someone you’re not, it’s to become the most aligned version of you. If you’re someone who values excellence, connection, and making real impact, then yeah, you probably do belong on a high-performing team.

    And if you’re still on your way there? Good news. The journey is the training. Every conversation, every uncomfortable feedback moment, every messy sprint, you’re building the muscle to belong.

  • How to Build Trust Fast With a New Team (and Why It Matters)

    How to Build Trust Fast With a New Team (and Why It Matters)

    Building trust with a new team is one of those things that sounds easy until you’re in the room, leading people you barely know, and everyone’s silently sizing you up.

    Trust isn’t just some feel-good HR buzzword. It’s the actual value that powers high-performing teams, especially in fast-paced work environments. Without it, even the most skilled team will operate like a car with the wrong engine oil, grinding, sluggish, and one wrong move away from breaking down.

    I used to think, “Trust takes time, it’ll come. But in fact, it doesn’t just come, certain actions have to lead to its existence. ” A study by The Edelman Trust Barometer reveals that employees are more likely to trust “my employer” than government, media, or NGOs. But that trust isn’t automatic, it’s earned through consistency, empathy, and clarity. And it’s lost just as quickly when people sense politics, power plays, or performance masks.

    In fact, trust is such a key driver of workplace success that companies with high-trust cultures report higher productivity and more engagement, according to PwC.

    So if you’re stepping into leadership, or just joined a new team, don’t wing it. Read this article to find out more on how to walk away with trust-building habits that stick.

    Why Building Trust Quickly Is a Leadership Superpower

    Building trust fast is your secret weapon. It’s not just a “nice to have,” it’s a strategy. Because the faster your team trusts you, the sooner they’ll follow your lead, share openly, and do their best work.

    We’ve all been in those meetings where no one wants to speak first or ask “the dumb question.” That’s what lack of trust looks like and it costs teams big time. According to a 2023 Gallup study, only 1 in 3 employees strongly trust their leadership, and that lack of trust shows up as low engagement, poor retention, and missed goals.

    When trust is present, people perform better, collaborate more openly, and feel psychologically safe enough to challenge ideas (not each other). A great example is Atlassian’s “Team Playbook” which helps teams self-assess their dynamics, with trust being a core metric. That’s because high-performing cultures don’t happen by accident, they’re built on intention and trust, right from the beginning.

    So no, you don’t need six months and multiple coffee chats to start earning trust. You need to show up differently.

    The Trust Triangle – A 3-Part Framework That Just Works

    If you’re looking for a cheat code, let me introduce you to Frances Frei’s Trust Triangle. It breaks trust into three digestible parts: authenticity, logic, and empathy. And you don’t need to master all three at once. You just need to be aware of what leg might be “wobbling.”

    Let’s break it down:

    • Authenticity means showing up as you, not some leadership version of yourself. People can sniff out “corporate voice” in a heartbeat. That’s why Frei, in her TED Talk, says that the moment we edit ourselves too much, we disconnect.
    • Logic is about clarity. Do you actually make sense? Are your decisions and reasoning clear? Teams don’t need you to be the smartest person in the room, they just want to understand your “why.”
    • Empathy is where a lot of leaders fumble, especially under pressure. It’s not about being everyone’s best friend, it’s about showing that you see your team. If you’re jumping straight into deadlines without asking how your people are doing, trust erodes fast.

    So when things feel off in your team, pause and ask:
    “Is my trust triangle intact?”

    It’s a simple check-in that gives you a starting point for repair, before trust cracks into full-blown disengagement.

    What New Leaders Often Get Wrong About Trust

    Stepping into a new leadership role can make you overcompensate. You want to sound capable, look like you’ve got it all together, and gain respect fast. But that’s exactly where many new leaders mess it up.

    Here are the most common missteps I’ve seen (and yes, I’ve been guilty too):

    1. Equating Control with Trust

    Some leaders think being hyper-organized and “on top of everything” earns trust. But it usually just reads as micromanagement. According to McKinsey, people trust leaders who give them room to think, contribute, and grow, not those who hover over every task.

    2. Assuming Your Title Automatically Buys Respect

    Newsflash: your title might get attention, but it won’t guarantee trust. In fact, Gallup’s State of the Global Workplace Report found that trust in leadership is lower when leaders lean too heavily on positional power rather than relational equity.

    3. Avoiding Vulnerability

    Trying to “look perfect” all the time? Your team sees right through it. One of the fastest ways to build trust is to own what you don’t know and ask for help when needed. That’s not weakness, it’s human. Brené Brown’s work on vulnerability shows us how connection deepens when leaders lead with realness, not armor.

    Trust isn’t built in one grand gesture, it’s built in the micro-moments where your team feels seen, heard, and respected.

    7 Practical Ways to Build Trust With Your Team From Day One

    So how do you actually build trust that sticks without waiting months or faking who you are? These are the trust moves that work fast but feel natural:

    1. Be Radically Transparent

    Let your team know how you think, how you make decisions, and what you expect. Tools like Loom are great for giving quick, informal updates that feel personal and clear.

    2. Set Clear Expectations and Boundaries Early

    Don’t make them guess what success looks like. Asana’s Team Playbook is a great resource for co-creating team norms and responsibilities right from the jump.

    3. Follow Through on Small Promises

    Trust breaks when we drop the ball, even on tiny things. If you said you’d check in or share a resource by Friday, do it. These small wins build big credibility.

    4. Listen 80%, Talk 20%

    In your first few weeks, prioritize 1:1s. Ask open-ended questions like:

    • “What’s something you’d love to change here?”
    • “What’s something you wish leaders understood better?”

    A free tool like Officevibe can help you gather continuous feedback, even anonymously.

    5. Admit What You Don’t Know

    Say, “I’m still learning how this process works. Can you walk me through it?” This disarms defensiveness and signals psychological safety.

    6. Celebrate Micro Wins Loudly

    Public recognition boosts morale. Whether it’s Slack shoutouts or using Bonusly, be the leader who notices effort, not just results.

    7. Create a Ritual of Check-Ins

    Whether it’s a Friday reflection or a quick Monday “mood board,” rituals signal stability. Check out the “Team Health Monitor” by Atlassian for templates that spark real conversations, not just status updates.

    The Role of Culture, Bias & Team History

    Now, let’s talk about something that gets ignored way too often: trust doesn’t look the same in every culture or every team. And if you’re walking into a team that’s been burned before by toxic leadership, poor communication, or organizational chaos, you’re not starting from zero. You’re starting from below the line.

    Culture Shapes Trust

    For instance, in more hierarchical or collectivist cultures (like Nigeria or many parts of Asia), deference and indirect communication might be more common. That doesn’t mean people don’t trust you—it might mean trust looks like “respecting boundaries,” not “oversharing in meetings.”

    Learn how your team members define trust. Erin Meyer’s “Culture Map” is a brilliant resource on this.

    Watch Your Bias

    Trust is also affected by unconscious bias. Who are you giving the benefit of the doubt to? Who are you micro-monitoring? Tools like Project Implicit can help you understand your own patterns.

    Healing Burnt Teams

    Some teams have been through the wringer, maybe the last manager was dismissive, reactive, or just… absent. In those cases, don’t force “team bonding” right away. Start with predictability, clarity, and consistency. That’s what begins to rebuild safety.

    This piece by Deloitte on Inclusive Leadership is a must-read if you’re leading across race, gender, or generational lines.

    Trust Is a Leadership Accelerator

    If you want your team to thrive fast, trust is your launchpad.
    Forget about grand strategies and “10-point culture decks” for a moment, focus on the moments that matter.

    Trust isn’t fluffy. It’s measurable. It’s visible. And it’s a competitive advantage.

    If you build it with intentionality, empathy, and consistency, you’ll unlock more than just performance, you’ll unlock loyalty, innovation, and collaboration that outlives your leadership.