Ever been part of a team that just clicked? Maybe you crushed a big project, launched something epic, or simply made Mondays feel like less of a Monday. When that happens, you’re riding what I call the Team Swell—and it’s not luck. It’s about understanding the natural rhythm of teamwork and leading with intention at every stage.

Let’s break down the Team Swell using the BME model: Beginning, Middle, and End. Mastering these phases isn’t just good leadership—it’s the secret sauce for engagement, energy, and results (plus a few high-fives along the way).

The BME Model: Surfing the Swell

1. Beginning: Orientation & Foundation

What’s Happening: This is the “paddling out” phase. New team, new project, or just a fresh start—everyone’s figuring out who’s who, why you’re here, and what success looks like.

Manager Moves:

• Onboard like a pro: Don’t just hand out logins and hope for the best. Run a “Getting to Know You” blitz—think two truths and a lie, or a rapid-fire round of “what’s your superpower?”.

• Clarify the mission: Share the project’s purpose, set clear goals, and define roles. Use a simple team charter doc (bonus points for a silly team mascot).

• Plan for connection: Schedule a virtual coffee or a meme-off to break the ice.

Pro Tip: Production is low in this stage—don’t sweat it! You’re laying the engagement foundation. Invest the time now, and your team will thank you later.

2. Middle: Engagement & Ignition

What’s Happening: Now you’re “catching the wave.” The team’s in motion, tackling challenges, and (hopefully) having fun. This is where engagement and production ramp up—if you play your cards right.

Manager Moves:

• Challenge and support: Assign tasks that stretch people’s skills, but offer the scaffolding they need to succeed. Try a “Skill Swap” session—everyone teaches something they’re good at (work-related or not—origami, anyone?).

• Spark motivation: Use a “Red Card/Green Card” check-in (virtual or IRL)—red means “I’m stuck,” green means “I’m good.” It’s a low-pressure way to surface issues before they explode.

• Keep energy high: Celebrate small wins with a “High-Five Huddle” at the end of each week. GIFs and virtual confetti are mandatory.

Pro Tip: Every team’s ignition point is different. Stay tuned in—watch for when the team’s energy spikes, and double down on what’s working.

3. End: Celebration & Closure

What’s Happening: You’ve surfed the swell, and now it’s time to bring it home. The end phase is about recognizing achievements, creating closure, and setting up the next adventure.

Manager Moves:

• Mark the milestone: Host a “Virtual Campfire” where everyone shares their proudest moment or funniest fail. Create a digital scrapbook or highlight reel—Canva is your friend here.

• Reflect and reset: Run a “Roses, Thorns, Buds” activity—what bloomed, what stung, and what could grow next time.

• Leverage success: Use the team’s win as a springboard for future projects. Recognition now means more engagement later.

Pro Tip: Don’t skip this phase! Closure is critical for retention, future onboarding, and keeping the ignition spark alive for next time.

The Secret Ingredients: Time & Energy

Here’s what most managers miss: Time and energy are your secret weapons.

• Time: Too short, and everyone’s stressed. Too long, and focus fizzles. Find the sweet spot for each phase—enough for connection, collaboration, and celebration.

• Energy: As the leader, you’re the team’s energy DJ. Add challenges, inject fun, and model enthusiasm. When your energy goes up, so does everyone else’s.

Leadership Style: Push, Pull, or Both?

Depending on your team’s stage, you’ll want to flex your leadership muscles:

• Push: In the beginning or during a crisis, take the reins—set direction, create urgency, and motivate with clarity.

• Pull: As the team finds its groove, switch to inquiry and facilitation. Let the team steer, ask great questions, and share decision-making.

Pro move: Mix it up! The best leaders know when to push and when to pull.

Ready to Catch Your Team’s Swell?

Check in with your team: Are you orienting, engaging, or celebrating? Use the BME model to guide your next move—whether it’s a new onboarding game, a mid-project pulse check, or a virtual toast to a job well done.

Remember: great teams aren’t built by accident. They’re crafted, stage by stage, by managers who know how to catch the swell.

Want more tools and stories from the frontlines of virtual teamwork? Dive into my book, “Virtually Engaged,” or shoot me a message—let’s swap some team tales!