Week 5 – Keeping the team focused
Week 5
Navigating the "Dip" - Keeping the Team Focused
By Week 5, the “honeymoon phase” of the Start-up Workshop has usually faded. This is where the real work happens, and it is also where teams are most likely to lose momentum as the initial enthusiasm meets the hard reality of systemic obstacles. Your mission this week is to act as the team’s “Mechanical Engineer” — checking the engine, lubricating the gears, and ensuring everyone stays on track.
Podcast
Click here to listen to two Coaches discussing the mission and tasks this week – with great tips!
Understanding the Energy Arc
Every 100-Day Challenge follows a predictable psychological pattern. Understanding this “arc” allows you to stay calm when the team feels discouraged.
The Peak (Weeks 1–3):
High enthusiasm, “can-do” attitude, and rapid initial ideas.
The Dip (Weeks 4–7):
Obstacles emerge, bureaucracy pushes back, and the “unreasonable” goal starts to feel actually unreasonable. This is where focus often shifts from the Goal to the Frustrations.
The Surge (Weeks 8–14):
Renewed energy as the finish line approaches and the Refresh Workshop provides a second wind.
Your Task This Week
The Individual Pulse Check
This week, you will step away from group facilitation and move into deep, individual listening. This is the most effective way to uncover the “hidden” hurdles people are reluctant to mention to their peers or supervisors. In a private call, they are more likely to be honest about where the process is failing.
- Notify the Team Leader: Always start by interviewing the Team Leader first. This respects the hierarchy and allows her to share her perspective on the Team’s health.
- Individual Calls: Phone every Team member for a 10-minute “check-in.”
- The “Safe Space” Questions:
- “How are you actually feeling about being part of this Team?”
- “What is one thing that would make this experience more impactful for you?”
- “What is the biggest “bump on the track” you can see right now?”
Coach’s Reflection
As you finish your individual calls, ask yourself:
- “Am I hearing about technical problems (no transport) or relational problems (trust issues)?”
- “Which Team member is currently the ‘anchor’ keeping others grounded, and how can I help the Team Leader support them?”
The Coaching Debrief: Empowering the Leader
Once you have completed the calls, do not simply “fix” the problems yourself. Your role is to Coach the Team Leader on how to navigate these issues.
Synthesise, Don’t Gossip: Share the themes of what you heard (e.g., “The team feels the data is too hard to get”) without necessarily naming names unless it is a specific conflict.
The Debrief Question: Ask the Team Leader: “Now that we know the team is feeling [X], how can you use next week’s meeting to reignite their focus?”
Maintain the Mantra: Remind the Team Leader to keep using the four most powerful words: “How can I help?”.
For guidance on how to handle issues raised during the calls, go over the Learning Deep Dive: Bumps on the Track.
