Joining an already established team, you are the new student in the school 🙄

Joining an established team can feel like stepping into a new school. You’re the new student, and everyone is watching, evaluating. You’re likely wondering, Where do I start? How can I add value? How do I prove my skills? And most importantly, how do I gain this team’s trust?

I will give you some tips that I have learned and done when transforming teams.

First things first: break the common misconception. You’re not here to disrupt their work or change everything. You’re here to support, adapt, and help them grow, even if you’re itching to jump in and make changes!

Step 1: Observe, Don’t Disturb

For the first few weeks (yes, it might feel like forever), focus on observing. Watch how they work, learn their routines, and embed yourself in their structure. This may mean holding back ideas or suggestions until you’ve had time to understand what they’re doing and why. Patience is key.

Step 2: Build Trust by Building Understanding

Becoming part of the team takes time. Give it at least two months, maybe more, before diving into any changes. Building trust comes from listening and respecting the ways they’re already working. Find common ground and join their rhythm, don’t expect them to follow yours right away.

Step 3: Identify Real Needs, Not Assumptions

After you’ve gained the team’s trust and a good understanding of their practices, it’s time to assess:

• Is their current structure truly effective, or would they benefit from a different framework, like switching from Scrum to Kanban?

• Are they really working in an agile way, or are they simply following rituals without the mindset?

• How can agility make things smoother and easier for them?

Your goal isn’t to apply textbook practices but to find ways to make their lives easier and their work more productive.

Step 4: Have 1-2-1 ! A Lot of Them

To really understand the team, schedule regular one-on-one conversations with each member. These aren’t just for check-ins; they’re for building empathy. Use this time to get to know each person’s story, understand their perspective on the current ways of working, and hear their thoughts on workload and team dynamics.

Ask open-ended questions and really listen to their answers. Take notes, these insights are gold. You will find out what they value, what frustrates them, and what they believe could improve. Remember, your role is to support them, not the other way around. This empathy and understanding will make all the difference when the time comes to introduce changes that truly benefit everyone.

Step 5: Inject Small Changes, One at a Time

Once you’ve built trust and gathered insights, it’s time to start making changes. But keep it simple, big shifts like “Let’s move from Scrum to Kanban” can trigger resistance. Instead, work smarter by adjusting one small element at a time.

For example, you might start by tweaking a single ceremony, such as the planning or retrospective. Observe how the team responds, and measure the impact of each change. If the adjustment improves the team’s flow, productivity, or morale, bring it back to them with proof: “Look at what we’ve achieved by trying this!”

This approach lets you build momentum and confidence in the changes without overwhelming the team. Over time, these small, meaningful improvements can pave the way for larger shifts if needed, without the need for big labels or disruptive announcements.

Step 6: Make a Difference, Add Your Own Touch

Remember, you are here not just to facilitate but to lead, and your team deserves a great leader. Make sure each team member feels recognized and appreciated. Celebrate their wins, highlight their efforts, and ensure they are getting the credit they deserve. Be their advocate and motivator, the person who lifts them up and helps them shine.

Bring your own unique style to the team. Show them you are here for them, fully invested in their success. Your goal is not just to manage the process but to create an environment where everyone feels valued, empowered, and eager to excel. With every small change, every conversation, and every recognition, you are building a culture of trust and motivation.

After all, it’s not just about doing Agile, it’s about helping your team score.