Every team shifts because you are in it, the only question is in which direction.

You influence your team's outcomes whether you intend to or not. Every decision, update, and even silence nudges outcomes. You can be a Blocker or an Enabler. When you default to Blocker mode you protect and control. When you choose Enabler mode you connect, align, and involve. Both Blockers and Enablers can be effective or ineffective.

Ineffective Blockers hoard context, escalate late, and create rework. Effective Blockers guard critical risks, clarify scope, and set needed guardrails. Ineffective Enablers say yes to everything, invite too many voices, and blur ownership. Effective Enablers align work across teams for shared outcomes, bring the right people in at the right time, and turn clarity into momentum. In my experience, effective enablers provide the most impact at scale, but effective blockers are necessary to safeguard priorities and ensure teams don't drift into avoidable mistakes.

The Center for Creative Leadership names a similar split between teamwork blockers and teamwork activators (article). The lesson is practical. Behaviors that share context and build trust activate teams. Behaviors that hide information, seek control, or avoid decisions block them. Awareness is the first step, then small, consistent shifts toward enabling with intention.

In The Five Dysfunctions of a Team, Patrick Lencioni illustrates the critical importance of teamwork through a compelling leadership fable that reveals how trust, alignment, and shared commitment determine whether a team thrives or falls apart.

Which role are you signaling most this week, and what one behavior would move you toward being an effective enabler for your team?

If this resonates, share with your network so more teams shift from unconscious blocking to intentional enabling.