Five Surprising Things a Team Needs Occasionally

If you're a first-time manager, you’re probably putting a lot of energy into building a harmonious, motivated team. You want clarity, unity, transparency, and loyalty - and those are all good instincts. But what would you think if I said that some of the less comfortable dynamics in a team can actually be useful, and even necessary for success?

Over the years, I’ve often found myself reassuring new managers that a bit of tension, disruption, or uncertainty doesn’t mean they’re failing - quite the opposite. Sometimes these surprising ingredients are the ones that help a team grow stronger, faster, and more resilient.

Here are five surprising things a team needs occasionally in the workplace – and while they may not be traditional ingredients for success, in the right doses they could be just what your team needs to thrive. 

1. Uncertainty

Yes, really – I know it seems like the one thing you’re always trying to remove, but actually, too much certainty can be more damaging than beneficial. When everything feels settled, we stop questioning, stop exploring, and stop adapting. A little uncertainty now and then invites your team to be curious, to innovate, and to be flexible.

Rather than rushing to eliminate ambiguity at the earliest opportunity, try letting your team sit with it a bit. Give people space to test assumptions, ask questions, and play with possibilities. The ability to navigate uncertainty isn’t just a survival skill - it’s creative advantage.

2. Disagreements

We all want our team to get along. But total harmony can sometimes lead to a herd mentality, where everyone just agrees to keep the peace, and valuable voices with different opinions and perspectives are lost. 

Encouraging respectful disagreement creates room for better decisions, more innovation, more inclusive thinking – and most importantly, psychological safety. It’s crucial that your team feel able to speak up, without any fear that their contribution will be dismissed or ridiculed.

As a manager, model that it’s OK to challenge ideas, especially your own. Let your team know that disagreement doesn’t mean disloyalty, or that you’re not part of the team - it means they care enough to speak up, and that their point of view matters. Actively invite and make space for dissent in meetings, and see that sense of psychological safety start to grow. 

3. A Little Oversharing

Professional boundaries matter, of course - but so does connection. When people are allowed to show a bit more of themselves, trust deepens. Oversharing doesn’t have to mean divulging your deepest secrets. It might be admitting you're having a rough day, or sharing a mistake you made in the past.

This kind of honesty helps teams develop a sense of psychological safety: the confidence and trust to take risks, speak up when things are uncomfortable, and be human. As a manager, don’t be afraid to go first. Vulnerability, used wisely, builds trust between all of you.

4. Celebrating Self Preservation

The team member who’s "all in" has traditionally been held up as the role model: the one who works late, says yes to everything, and never takes a break. But long-term success comes from sustainable effort, not heroic burnout. Teams thrive when people look after themselves and each other.

Encourage your team to set boundaries, take holidays, and say no when necessary – and make sure you lead by example. When your team sees you protecting your own wellbeing, they’ll feel more empowered to do the same. Self-preservation is the responsible thing to do, in your work and your personal life.

5. Scepticism

Optimism is great, but blind optimism is the opposite. A healthy dose of scepticism can keep your team grounded and strategic. It’s the team member who asks, “What if this doesn’t work?” or “Have we thought about the risks?” that often saves you from poor decisions.

Instead of labelling sceptics as negative, treat them as your early-warning system. Encourage them to speak up, then balance their concerns with your vision. When managed well, scepticism becomes a powerful tool for finding the most considered way forward.

A Little Discomfort is a Wonderful Thing

Leadership isn’t about creating a perfect team. It’s about helping an imperfect group of people do their best work, together. That sometimes means making room for things that feel uncomfortable or counterintuitive.

So, if your team is a little unsure, a little challenging, even a little messy, don’t overthink it - you might just be doing something right.

If you want to explore them any of the above more deeply, please contact me – I’d love to talk through what is currently making your team tick, and what the future for you and them might look like – with a little positive uncertainty thrown in!