Building high-impact teams from the inside out
Newsletter in Brief
I recently attended 2 immersive trainings: one on systems relationships and the other one one vertical leadership development. I will be sharing my reflections on both.
I was invited to deliver a talk “Building Teams that Perform and Influence: An Inside-Out Approach to Leadership and Team Effectiveness.” to a group of senior finance and supply-chain leaders and I will be summarising key takeways from this talk in this newsletter.
This is a bi-weekly newsletter that shares strategies and actionable steps for self-mastery, leadership and my personal reflections and professional updates. Subscribe here!
Thank you for being part of my journey, and I look forward to continue sharing my insights with you!
The last two weeks have been intense. I attended two immersive courses and also delivered a talk to senior executives on building high-impact teams from inside-out. This newsleter will focus on sharing top insights from this talk.
My top learnings and takeaways from last two weeks:
1. Leadership is contextual.
Leadership isn’t one-size-fits-all. When a plane is crashing, a leader must step up, take control, and issue loud, decisive orders. Immediate action is essential.
But when navigating a long, rough sea journey, the leader must become part of the team—sharing leadership, staying authentic and humble, while still ensuring direction and vision are clear.
All too often, we mistakenly believe that one leadership style fits every situation, but that’s not the case.
2. Organizations Are Systems, Not Silos
In organizations, nothing exists in a vacuum. We must view the organization and its people as an interconnected system. If one part starts to fail, the whole system is compromised. It may keep functioning for a while, but to achieve lasting effectiveness, all parts must work smoothly and in sync.
3. Reactive vs. Creative Leadership
Too often, leaders operate from a place of fear - over-controlling, protecting, or pleasing. While this approach may deliver short-term results, it ultimately harms team performance and takes a heavy toll on both the leader and the organization.
When we shift to a creative leadership mindset, grounded in vision, authenticity, and connection, we move from stress-driven control to purposeful influence. This mindset brings ease, flow, and sustainable impact, as people naturally align and follow.
On a personal note, I’ve had many conversations lately about my career switch. The reasons behind it, the impact it’s had, and how running a business compares to working in corporate. These reflections have made me revisit my purpose and personal vision time and again. While my vision continues to evolve, two things remain clear:
Personal purpose & vision
1. Impact through service.
The world needs more reflective, courageous, and impactful leaders. Every time I engage with a client, whether in a conversation, training, or presentation, I have one thought in mind:
Can I ensure that each person takes at least one valuable insight from this interaction?
If they do, that’s impact. One small shift at a time.
2. Moving from Either/Or to And/And.
Too often, we’re taught to think in terms of either/or:
Either career success or family.
Either influence or performance.
Either a job I love or a high salary.
This mindset is ingrained from childhood and can be challenging to break. But I truly believe, and advocate, that we can operate from a place of both/and. It’s about embracing complexity and creating space for multiple priorities to coexist.
Now, let's talk about building high-impact teams from Inside-out.
What is high-impact team?
First, let me define a high-impact team. In my view it is a team that not only performs very well, but it’s a cohesive system where their high performance align to create outward influence within their organisation and beyond.
These teams are not defined by loud, reactive leadership or by being perpetually busy. Instead, they balance intentional leadership, clear structure, and strategic influence, allowing them to thrive rather than just survive.
For some time now, I’ve been exploring the concept of aligning our inner mastery with external influence on an individual level. Recently, as I reflected on some of the teams I’ve worked with and been part of, I realized something important: the same concept, with a few adjustments, applies not just to individuals but also to teams as a whole.
In my recent talk I asked a question: Whould you choose to belong?
Imagine two teams.
One looks impressive from the outside— dynamic team members, and attention-grabbing activities. But step inside, and the foundation is shaky, roles are unclear, and the team environment and culture feel strained. The team can function, but it doesn’t feel good to be part of.
Now imagine a second team. It’s not as flashy, but it’s solid, consistent, and built on trust. It does not attract attention, but once you’re part of it, you know it’s a place where people thrive.
Most of us would naturally choose the second option. But what if we didn’t have to choose?
What if we could build teams that not only look impressive from the outside but are also solid, welcoming, and effective on the inside?
When we intentionally build teams from the inside out, aligning inner strength with outward influence, we create environments where people not only perform well but also feel proud to belong.
Why Do Some Teams Thrive While Others Struggle?
In my work with leaders across industries, I’ve noticed that high-impact teams don’t just happen. They’re intentionally built - inside out. Teams that thrive are those where leadership is not about external noise but about internal coherence, clarity, and relational strength. It is also the one where trust is the foundation for everything the team does.
The most sustainable leadership isn’t just about charisma or control. It’s about how you build from the core, how you design your team’s structure, and how you shape the external influence. That’s what I call the Inside-Out Influence Framework.
The Inside-Out Influence Framework
I am continuing my work on a leadership model that builds sustainable and high impact by aligning inner clarity (self-leadership), structured collaboration (team architecture), and strategic presence (systemic influence). It enables leaders and teams to grow from within, fostering resilience, cohesion, and lasting influence.
Let's break it down:
1. Inside Circle: Self Leadership and Identity.
This is the foundation: Who you are when no one is watching.
This layer is about:
Inner narrative - the stories we tell ourselves,
Authority - how we assume the authority we have as an individual and a team,
Emotional agility - term popularised by psychologist Dr. Susan David, emotional agility refers to the ability to navigate your thoughts, feelings, and experiences in a way that doesn’t derail you or hold you back.
Adaptability - our ability to pivot, flex and adjust our course under changing circumstances.
Self-regulation - our ability to regulate our emotions under pressure.
Why this matters?
Leaders who cultivate inner clarity and strength don’t just react, they create. allows them to handle complexity, enhances their decision making abilities and overall performance ( especially under pressure).
2. Middle Layer: Team Architecture
The structure: How the team is built. This is about shared purpose, role clarity, relational dynamics, decision-making norms, and collective capability.
A well-designed team system doesn’t just function, it flourishes. It’s not just about individual brilliance but how the pieces come together and what outcomes they are able to create as one cohesive unit. What I found particularly interesting is the importance of trust on an individual level in these teams or the importance of creating psychologically safe environment (concept that has been studied extensively by Harvard prof. Amy C. Edmondson) on a collective level.
Psychologically safe environment where members believe that they can speak up with ideas, questions, concerns, or mistakes without fear of repercussions.
3. Outer Circle: Systemic Influence
The Presence. This goes further than Executive Presence we have traditionally taught to think about. While this is about visibility, it is also about relational capital, stakeholder alignment, team's reputation, cultural influence, and systems awareness.
After wrapping up my talk this week on this topic, a CFO from the audience approached me and said:
"I get your point, Sanita, about high-impact teams that both deliver and are visible. But why does it matter? If they are high-functioning, why do they also need to increase their visibility and influence? Why should they care?"
Why should High-Functioning Teams care about Visibility and Influence?
One of the most common misconceptions about high-functioning teams is that delivering results alone is enough. However, great teams don’t just deliver, they shape the environment around them. Their influence extends beyond their immediate work. They play a role in shaping organizational culture, strategic direction, and stakeholder relationships.
Here are 6 reasons why I believe every leader should care about engaging and supporting their team to become more visible and influencial:
1. Visibility allows to make bigger impact:
It’s not enough to just get things done - teams that are seen and heard can actually shape how things are done across the organization.
2. Getting support and resources:
When your team is visible, it’s easier to get the funding, tools, and backing you need to keep moving forward.
3. Easier to introduce new ideas:
Being known and trusted makes it easier to introduce new ideas and push through changes that benefit the whole team.
4. Building strong connections:
Visibility helps your team build relationships with clients, partners, and other departments, making collaboration smoother.
5. Boosting team morale:
When your team’s efforts are recognized, it lifts morale and makes people feel valued, which helps keep everyone engaged and committed.
6. Setting a positive example:
Teams that are both effective and visible set the standard for others—showing that you can perform well without sacrificing culture or well-being.
Especially the last point elevates the conversation to and/and vs. either/or.
"To lead others, you must first master yourself."
— Lao Tzu
I will leave you with this:
1. Start from within:
Great leadership begins with self-mastery. Know your purpose, manage your emotions, and stay grounded. Just like a house needs a strong foundation, your leadership must be rooted in your ability to lead yourself first.
2. Build with intention:
High-performing and high-impact teams don’t just happen, they are intentionally designed. This means setting clear roles, fostering trust, and creating a culture where decisions are made with confidence and accountability.
3. Make your impact visible:
To lead beyond your immediate function, cultivate relational capital and actively build your team’s visibility. It’s not just about being seen, it’s about being trusted, respected, and influential across wider organisation or even outside the organisation.
Be BOLD and GO BEYOND!
BEYOND is a state of continuous growth and transformation. It’s about stepping out of the ordinary, redefining what’s possible, and leading boldly.
Here, we explore leadership fundamentals - self-awareness, presence, mindset, behaviors, strategic decision-making and influence. BEYOND is for those who refuse to lead within expectations and instead choose to go further, think bigger, and make a lasting impact.
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