You’ve probably been part of a group in which you ended up doing most of the work, so you know how these things go. A few people lean in. A few hover around the edges. And at least one person miraculously appears only when time to deliver, usually with a confident smile and a claiming a contribution that no one can quite identify.

This dynamic is almost a universal experience. Some adults show up fully. Some fade quietly into the background. And some get very good at hiding, hoping no one notices.

But something different happens when an organization is built around real teams: Hiding becomes almost impossible. And that’s a good thing.

Teams make things human-sized. You can’t disappear when your teammates see you every day, count on you, and know when you’re contributing — and when you’re not. The human brain is built for this kind of group. We work best when we’re part of something small enough that everyone knows each other’s strengths and challenges. When we feel seen, we feel responsible . When we feel responsible, we try harder.

But teams on their own aren’t enough to achieve big goals. In a large organization, there are many teams, each doing different work. If those teams don’t share the same direction, things fall apart. This where the organization’s “language” matters most: its mission, vision, core values, norms, and standards. These must be more than fancy words leaders put on posters. They have to be the glue that holds the whole place together.

The mission tells people what the organization is trying to do. The vision gives everyone a picture of the future they’re working toward. Core values are the promises about how everyone should behave, no matter what role they have. Norms and standards make the everyday expectations clear, so no one has to guess what “good” looks like. When this language is strong, something important happens: Small teams stop feeling like separate little islands. Instead, each team starts feeling like a connected part of a much larger story.

Leadership is really about creating this connection.

A great leader builds teams and also gives them a shared purpose. A great leader helps teams understand why their work matters. She teaches and reinforces the organization’s mission and values until these become everyone’s natural vocabulary. A great leader protects the standards, so people know what is expected and what is not acceptable. He creates a culture wherein people want to step forward rather than step back.

In such cultures and on such teams, you don’t hide. You don’t fade away. You don’t disappear during the hard moments. Rather, you bring your best because people see you. They notice your effort. They recognize your contribution. They help when you’re struggling. And they expect you to do the same for them.

The real secret is simple: People do their best work when they feel like they belong to something important, and when they know their effort matters to the those around them. That’s the feeling good teams create. That’s what shared mission and values reinforce. And that’s what leaders must build every day.

At the end of the day, “people can’t hide on good teams” isn’t a warning; it’s a promise. It means we are building a place where everyone gets to show up, everyone gets to matter, and everyone gets to contribute to something bigger than themselves.

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The Power of Teams: Why Being Part of Something Bigger Makes Us Better was originally published in Horizon Performance on Medium, where people are continuing the conversation by highlighting and responding to this story.