In Part Two of Clint’s conversation with Dr. Vanessa Druskat, Associate Professor at the University of New Hampshire and author of “The Emotionally Intelligent Team,” Dr. Druskat explains how leaders can actively build high-performing teams by shaping culture, not controlling people.

She shares practical ways to create team norms with input from the team itself, why top-down approaches often fail, and how leaders can act as “culture managers” to drive better interaction, trust, and performance.

Vanessa also dives into the realities of modern teamwork – remote collaboration, feedback challenges, personality differences, and communication breakdowns – and offers clear, actionable strategies to address each.

Throughout the conversation, she reinforces a powerful idea: the best teams aren’t defined by talent; they’re defined by how people work together.
 
This is the second part of a two-part conversation. 
Topics Covered:
Why team culture must be co-created, not dictated by leaders
How to identify and build the right team norms
The role of team charters and clarity in avoiding dysfunction
Why belonging drives commitment and performance
The impact of trust on team outcomes (and why it’s often missing)
How communication tools don’t replace real connection
Managing different personalities (introverts vs. extroverts) on teams
How to structure meetings to ensure all voices are heard
Best practices for giving and receiving feedback on teams
Understanding negativity bias and its impact on performance
The importance of cultural awareness in global teams
What a “pre-mortem” is and how it improves team outcomes
The visible signs of a high-performing, emotionally intelligent team
Why listening and curiosity are core leadership skills
How leaders can bring out the best in every team member

Links:
Vanessa’s website - https://www.vanessadruskat.com/ 
Vanessa’s LinkedIn - https://www.linkedin.com/in/vanessa-druskat/ 
Vanessa’s book, “The Emotionally Intelligent Team” - https://amzn.to/4bN4mWl