The Hidden Reason Your Team Feels Disconnected — and the 3 Easy Fixes Every Leader Needs

Work was a team sport. It’s not anymore.

Most workers are more likely to reach a platform than a person. We’re outsourcing our curiosities, queries, and chats to GPT, Google, and Slackbots. Why bother a teammate when the AI ​​is so fast?

In fact, 65% of knowledge workers now rely on what researchers call knowledge outsourcing, turning technology to co-workers. About 79% of knowledge workers report feeling isolated at work. And all alone? Those most motivated to use AI. A staggering 84% of them experience loneliness.

We’re improving performance, but neglecting connectivity. And if we don’t fix it, our teams will continue to quietly decline. It gets the job done, sure. But teams start to feel more like a collection of individuals tackling their lists working in parallel than a force of nature moving in the same direction.

We have to get our teams back and get them back as teams.

RELATED: Your Team Is Burned Out and Disengaged – Here’s How to Rebuild Their Energy and Focus

Why “Team” Originally Meant Something Powerful – And What We’ve Lost

The word *team* first appeared in the 12th century to describe a group of draft animals used together to pull something heavier than one could move alone.

It’s more than a fun fact—it’s a metaphor worth remembering. A team is about shared rhythm, physical presence and mutual effort.

Now imagine these animals being subjected to no means, exerting pressure in five different directions. These are the latest teams—weekly Zoom syncs, some Slack updates, then everyone retreats to their own to-do list. The load never really moves.

A team is not a collection of individuals. It is a living, breathing organism. The most connected individuals share four traits: orientation, direction, speed, and reciprocity.

That’s why mine integrated Co-author Steven Von Cohen and I developed what we call the “Team Connection Model,” three non-negotiable essentials for any high-performing, human-centered team.

3 Essentials Every Entrepreneur Needs to Rebuild Connections

The connection is not intended. It is a constant process. Teams are either getting closer or further apart – there is no neutral.

Within the model is *individual experience* (how people feel). Outside is * team experience * (how the team performs). Magic happens when the two align.

Here’s how to make it:

1. Be seen – make every team member feel known – not just seen

The first step to making a connection * is to see each other. Draft animals can literally see their mates. It created rhythm and confidence. People need the same thing – to feel known, not just acknowledged.

When people aren’t visible, they fall into what I call the acquaintance trap — doing more to impress coworkers they don’t really know, while still feeling disconnected.

Here’s what it looks like in action:

• You know your co-worker’s title, but not their “why.”
• You hesitate to ask for help.
• Even after months on the job, you feel like an outsider.

Try this:

• Start meetings with a personal question: “What are you looking forward to?”
• Call out one thing you admire about a teammate’s communication or work style.
• Swap stories about how you each found your way to your current role.

Avoid this pitfall:

Friendship is not the same as trust. Shallow positivity without stability leads to superficial culture – not real connection.

2. Alignment – Align around direction, not just goals

Draft animals are tied together to join. When one goes too far or goes off course, it creates tension. The same is true in teams.

Often, teams agree on the *goal* but not the *approach*. This is where friction and inefficiency creep in.

Here’s what it looks like in action:

• Everyone says they’re connected, but the projects still feel awkward.
• Encounters “Wait, I thought we were doing this instead of…” moments.
• The pace feels slow, not shared.

Try this:

• Don’t just clarify what You have goals, but Why? They matter.
• Share a team habit that has improved your performance.
• Spot a customer or client who directly benefited from your team’s work.

Avoid this pitfall:

Too much alignment can kill creativity. True synchronicity allows for flexibility, input, and healthy disagreement—not groupthink.

Related: Only 21% of Employees Are Engaged at Work Here leaders can turn things around.

3 Support – Create a culture where people show up for each other

When one draft animal stumbled, the others stopped and adjusted. This is what made them a team.

That’s what great teams do. They act when someone struggles, rather than when someone struggles.

Here’s what it looks like in action:

• A teammate crashes into a wall, and no one notices.
• Absence of spark gossip, no concern.
• People work in silos instead of stepping up for each other.

Try this:

• Make it a habit to ask, “How can I help?” Even when you’re busy.
• Celebrate both personal milestones and performance wins.
• Follow up after tough meetings: “Are you good?” Goes a long way.

Avoid this pitfall:

Collaboration without boundaries leads to burnout. Balance empathy with accountability.

Real competitive advantage – being integrated

Connection isn’t an add-on — it’s your team’s operating system. Being connected means showing up with openness, compassion, and intention. It’s less about what you do and more about how you do it.

Connected teams outperform disconnected people on every front – innovation, flexibility, loyalty and well-being.

Takeaway: Build teams that don’t just deliver results, but build relationships. Teams that move together, grow together. And show up when it matters most.

Because the best teams don’t just get work done – they make it fun to do.

Work was a team sport. It’s not anymore.

Most workers are more likely to reach a platform than a person. We’re outsourcing our curiosities, queries, and chats to GPT, Google, and Slackbots. Why bother a teammate when the AI ​​is so fast?