1. Reassess: Step back before you step in.

When energy drops off or performance lags, many leaders jump straight into solutions. But without understanding what's really going on, these efforts often fall flat or make things worse.

Instead, start by asking the right questions: Is the team aligned on purpose and priorities? Are there trust issues or unspoken frustrations? Anonymous pulse surveys, one-on-ones, and structured group dialogues can help uncover the root causes of any issues.

One leader Meister and Toegel worked with at a European tech company assumed his team had simply grown complacent. However, a diagnostic survey revealed the real issue: A recent restructuring had left several team members feeling sidelined.

"Once the true cause surfaced, the leader could take targeted action to rebuild trust and reenergize the team," Meister and Toegel said.

2. Reconnect: Rebuild trust and psychological safety.

After any period of disruption, trust can take a hit. Meister and Toegel recount working with a senior leader at a pharmaceutical company who dismissed a recent change in team composition as minor. But even one new person — especially if dismissive or sarcastic — can shift an entire team's dynamic.

"Relaunching starts with rebuilding psychological safety," Meister and Toegel write. That means creating a space where people feel safe to speak up, challenge ideas, and share their experiences.

Simple steps can go a long way: team check-ins, retrospectives where everyone has airtime, and open discussions about what's working and what's not. Leaders should model vulnerability and signal that feedback is not only welcome — it's expected.

3. Reenvision: Align on purpose and direction.

In periods of change, teams need more than motivation — they need a clear, shared understanding of what they're working toward. Without that, even strong teams can drift or misfire.

Leaders often assume their team is aligned on vision and strategy, but that's rarely the case. For example, Meister and Toegel worked with the CFO of a German manufacturing firm who thought the team was clear on direction — until a relaunch attempt stalled.

"Her team members insisted that the vision was 'clear,'" Meister and Toegel write, "when in reality, they weren't on the same page."

Meister and Toegel recommend using a relaunch as a moment to get explicit. Clarify where the team is headed and why it matters, both to the organization and to customers.

"Set a forward-looking tone that inspires optimism and agency," Meister and Toegel advise.

5. Reenergize: Reinforce new habits through wins.

Even the best reset will fade without reinforcement. Teams need momentum, and that comes from small, visible wins. 

According to Meister and Toegel, quick wins "demonstrate positive movement and reinforce the new behaviors." Whether it's hitting a milestone or improving team dynamics, recognize progress early and often.

Meister and Toegel cite a supply chain team that paused to acknowledge one member's growth in active listening — something small, but meaningful. "This encouraged him to continue the journey, propelling the team forward," the authors write.

New rituals also help: Biweekly check-ins, feedback loops, and one-on-one coaching sessions build rhythm and accountability.

6. Readjust: Make resetting an ongoing practice.

Resetting isn't a one-off, according to Meister and Toegel. Rather, it's a continuous process. Check in on progress, give micro-feedback, and revisit norms and agreements regularly. 

The authors describe a logistics company's executive team that fell into a familiar trap: Frustration with a peer evolved into an "us-versus-him" dynamic. But the deeper issue? The team had stopped following its own norm of turn-taking in discussions.

The fix was simple but powerful: Pull the forgotten flipchart of agreements back into the room and self-assess. "On a scale of 1–10, how well are you doing on your initial agreement to take turns and share the airtime?" Meister and Toegal asked.

In fast-changing environments, the best leaders are the ones who pause, realign, and lead with intention.

"Relaunching a team isn't a sign of failure—it's a sign of leadership," Meister and Toegel write. "… Like any living systems, teams need regular care, attention, and intentional renewal to thrive."