Mental Health

Questions in our mind:

What exactly is Mental Health?

What constitutes a good mental health from a clinical psychology perspective?

Why is Mental Health essential for you to thrive in life and work?

How does adopting wholesome team dynamics frameworks at work improves your mental health?

Mental Health in a Nutshell

• Understanding Mental Health: According to WHO, mental health is a state of well-being where one can cope with life’s stresses, realize abilities, and work productively. Good mental health is more than absence of illness – it includes positive functioning, resilience, and strong relationships.

• The BANI World: Today’s world is Brittle, Anxious, Nonlinear, Incomprehensible (BANI). Events like the COVID-19 pandemic spiked anxiety and depression by ~25% globally. In such an unpredictable environment, individual resilience and team support are essential for coping with stress and staying effective.

• Team Sports Frameworks: We can borrow proven basketball leadership models to boost mental wellness: John Wooden’s Pyramid of Success teaches values like cooperation and loyalty; Phil Jackson’s mindful leadership principles emphasize ego control and treating team members as whole persons; Kobe Bryant’s Mamba Mentality encourages process focus, hard work, and resilience; and modern coaching pedagogy (ICF-aligned “Khrysalis” style) trains leaders in active listening, trust-building and goal-setting. Combined, these frameworks build communication, trust, and psychological safety in teams.

• Transform Office Culture: Just as basketball teams rely on clear roles, trust, and pep talks, white-collar teams thrive when everyone can speak up without fear. Principles like “bench the ego” (Phil Jackson) encourage inclusive brainstorming, reducing hierarchy and boosting psychological safety. Team rituals (pre-game huddles, shared mantras) translate to office priming exercises (brief team check-ins, mindfulness breathing) that focus attention and foster camaraderie. Positive reinforcement and celebrating small wins (Wooden’s emphasis on encouragement) build confidence and a growth mindset.

• Practical Mental Exercises: Employees can adopt simple sports-inspired routines:

  • Before Work: A short team huddle or motivational ritual (like listening to an inspiring clip or declaring daily goals) can “prime” focus and unity. Light physical warm-ups or stretching mimic athletes’ warm-up, releasing stress hormones and boosting mood.

  • During Work: Encourage micro-breaks for mindfulness or breathing exercises. Even 2–5 minutes of focused breathing or meditation reduces cortisol and improves focus. Teams can hold brief “timeouts” for group check-ins, encouraging openness and support – fostering the same psychological safety found on strong sports teams.

  • After Work: Post-work wind-down could include a quick reflection or gratitude journal, mimicking an athlete’s cool-down. Sharing one positive from the day (as a team) reinforces social bonds and helps detach from work stress, much like team bonding after a game. Light exercise after work (e.g., shooting hoops at a local court or a walk) further relieves tension by boosting endorphins and lowering stress hormones.

• Scientific Evidence: Research strongly links supportive teams and wellness routines to better mental health. Teams with high psychological safety have better learning, efficacy and productivity, while low safety hurts performance and well-being. A recent study found team cohesion correlates with lower stress (r = –0.56, p<.001). Mindfulness at work has been shown to reduce stress, improve focus, decision-making, and collaboration. Regular exercise (like basketball) cuts cortisol and raises endorphins – combatting anxiety and depression – and also provides social support and creative distraction.

• Singapore and Global Context: In Singapore, 62% of employees won’t discuss mental health at work, and over half say psychological safety is poor or absent. Globally, only ~13% of workers feel comfortable talking about mental health on the job. Poor team cohesion and lack of safety contribute to high stress: 68% of Singaporeans want flexible arrangements and mental health leave to cope. These stats make clear that building trust and openness (as in good sports teams) is urgently needed.

• Role Model – ASA Foundation’s “Hoops+Health”: The ASA Foundation (an education NGO) implemented a “Hoops + Health” basketball workshop in Singapore, led by coaches like Ariel Vanguardia (former NBA assistant coach and ASA master trainer). The program blends physical basketball drills with lessons on mental health and decision-making. Participants reported stronger friendships and empowerment, showing how sports can transform well-being. This illustrates the power of applying basketball team principles to improve personal resilience and team bonds in a real community setting.

• Call to Action: Organizations and individuals should learn transferrable team based practices from basketball culture to boost mental health: build team rituals, encourage vulnerability (share struggles safely), practice mindfulness and empathy, and set ambitious yet realistic goals (the way champions do). By adopting frameworks like Wooden’s Pyramid of Success or Jackson’s mindful leadership, teams create the psychological safety and unity needed to thrive. This game-plan turns everyday workplaces into high-performing, resilient teams where “healthy people” truly mean “healthy business”.

Each of these points is grounded in research and practice, showing that good mental health is the real MVP in our BANI world – and team-based, sports-inspired strategies are a winning play for everyone.

Introduction: Defining Good Mental Health

Mental health isn’t merely the absence of illness. The World Health Organization defines it as “a state of mental well-being that enables people to cope with the stresses of life, realize their abilities, learn well and work well, and contribute to their community.”. In essence, someone with good mental health handles daily challenges effectively, stays productive, and maintains strong relationships. Scientific models describe it as a balance of emotional, psychological, and social well-being. Key factors include resilience (bouncing back from setbacks), a positive sense of purpose, and flexibility to adapt to change. Good mental health allows one to regulate emotions, maintain a sense of connection with others, and find fulfillment in work and life.

Conversely, chronic stress, anxiety, or burnout indicate erosion of this well-being. Studies show that poor mental health (e.g. persistent anxiety or depression) directly harms productivity and satisfaction. A 2023 literature review found clear evidence that workplace depression/anxiety correlate with lost productivity (absenteeism and presenteeism). In other words, mental health affects not just individuals, but entire teams and organizations. We will explore what supports mental health – from neuroscience (endorphins of exercise) to sociology (importance of social support) – and apply this knowledge to a sports-team approach in offices.

Thriving in a BANI World: Why Mental Wellness Matters

We live in a world described by Jamais Cascio’s BANI framework: Brittle, Anxious, Nonlinear, Incomprehensible. This captures our time of rapid change, uncertainty, and complexity. For example, the COVID-19 pandemic drastically spiked global anxiety and depression rates by about 25% in just one year. News cycles and social media fuel constant uncertainty, creating an “anxious environment” that affects mood and focus. Such stressors can lead to burnout: WHO now identifies burnout as a syndrome of chronic workplace stress. When systems are brittle and shocks come unpredictably, individuals must lean on inner resilience and strong teams to navigate challenges.

In a BANI world, mental health becomes the bedrock for effectiveness. A resilient mindset—calm in chaos and ready to adapt—is essential for solving problems when outcomes aren’t linear or certain. Equally, social support and communication in teams buffer this anxiety. Research shows that embracing a supportive culture (where “everyone plays a leadership role”) helps teams function under pressure. In fact, one BANI leadership article recommends “fostering a culture of psychological safety within teams” as crucial to cope with anxiety. Being mentally healthy means being able to handle small setbacks without derailing one’s performance – much like a basketball team adapting when a play fails.

Without addressing mental health, employees risk feeling overwhelmed or disengaged. Just as athletes train for tough games, working professionals need training in stress-management and team cohesion. This is not a soft issue: 62% of Singaporean employees report being uncomfortable talking about mental health at work, and 53% say psychological safety is poor or non-existent. Globally, only about 13% of workers feel comfortable discussing mental health on the job. In this climate, strategies that bolster personal coping and team unity aren’t optional – they are critical to thriving.

Team-Based Basketball Frameworks for Mental Health

Sports teams have long cultivated cultures of trust, resilience, and support. We can adapt several basketball coaching frameworks to corporate life, improving individual well-being and team health.

John Wooden’s Pyramid of Success (Team Values)

Coach John Wooden’s Pyramid of Success is a timeless model of character and teamwork. Its foundation blocks include friendship, loyalty, cooperation, and enthusiasm. Wooden famously said you “can’t be your best trying to do it alone”. In practice, this means building close, trusting relationships on the team so players (or employees) feel supported. When team members genuinely like and trust each other, they offer emotional support during tough times. Friendship and loyalty reduce stress—people cope better when they know colleagues care.

Ascending the pyramid, Wooden emphasizes qualities like initiative, integrity, and competitive greatness – all underpinned by hard work and discipline. These values teach individual resilience: doing your best every day builds self-confidence and control over your work. Wooden’s model has been explicitly applied in business: Nike founder Phil Knight held open workshops encouraging debate and new ideas from everyone. He “was more interested in being effective than being right”. This mirrors Wooden’s approach of valuing others’ input, which creates an atmosphere where employees feel heard and safe. In sum, Wooden’s Pyramid guides us to cultivate a team culture where cooperation and character come first – a strong buffer against burnout.

Phil Jackson’s Mindful Leadership (11 Principles from Eleven Rings)

Phil Jackson, legendary NBA coach, combined Zen mindfulness with basketball. His principles from Eleven Rings translate directly to team well-being. For example:

• Bench the Ego: Jackson wrote that when he “dialed back [his] ego” and distributed power widely, his leadership became more effective. In teams, this means managers encourage others’ ideas and share leadership (like Wooden and Lincoln did). This creates psychological safety: team members are empowered to speak up and take risks, without fearing retribution.

• Lead From the Inside Out: Authenticity and self-awareness are key. Jackson urged leaders to “speak from the heart” so players could “hear me and benefit”. Being genuine and empathetic builds trust, improving communication and morale.

• Let Each Player Discover Destiny: Jackson focused on whole-person development, not just on athletic skill. He’d ask: “How much courage did he have? Or resilience? What about character under fire?”. This encourages team members to grow personally and feel valued for more than just outputs. In the office, this translates to personal growth plans and recognizing character and effort, which boosts employees’ confidence and mental well-being.

• Turn the Mundane into the Sacred: Jackson introduced meditation and ritual into daily practice. By making each routine meaningful (e.g., a breathing exercise before a meeting), stress is reduced and focus increased. Teams can similarly adopt brief mindfulness rituals or inspirational huddles to transform routine tasks.

In essence, Jackson’s principles build a harmonious team where everyone leads a bit, mindfulness keeps focus calm, and personal development (resilience, courage) is nurtured.

Kobe Bryant’s Mamba Mentality (Resilience & Growth)

Kobe Bryant’s Mamba Mentality is legendary for teaching extreme dedication and focus. Bryant himself said it’s “about focusing on the process and trusting in the hard work when it matters most”. This mindset emphasizes continuous improvement, discipline, and resilience in the face of obstacles. For example, after a severe injury, Kobe famously applied intense mental and physical training to come back strong, modeling grit.

For employees, adopting a Mamba-like mentality means setting challenging goals but prioritizing effort and learning. It instills optimism and a growth mindset: setbacks are reframed as opportunities to train harder. On a team level, celebrating the grind of improvement (not just final outcomes) helps everyone stay motivated. When one colleague struggles, the rest of the “team” (office) rallies with supportive push – just like teammates encouraging each other after a tough game. Mamba Mentality creates individual self-efficacy: the belief “I can tackle this if I put in the work”, which combats anxiety in uncertain times.

(Note: We refer here to a broad CHAMPIONED framework inspired by Kobe, emphasizing traits like Commitment, Hard work, Attitude, Mindset (growth), Perseverance, Inspiration, Optimism, No excuses, Energy, Discipline. Each letter reminds teams to champion these qualities daily. Unfortunately no direct source defines “CHAMPIONED” precisely, but this encapsulates Mamba-inspired values.)

Khrysalis Coaching Pedagogy (ICF-Aligned Team Coaching)

The Khrysalis Coaching program (an ICF-accredited Singapore initiative) teaches professional coaching skills for leaders. Its pedagogy aligns with the International Coaching Federation’s core competencies: active listening, powerful questioning, goal-setting and building trust. Applying these as an organizational culture (a “coaching culture”) addresses mental health at its roots. For instance, managers learn to listen deeply and ask open-ended questions, enabling employees to articulate stressors and solutions without judgment. This turns teams into more empathetic units, where people feel understood (enhancing well-being) and supported in finding answers.

Research supports this approach: a 2024 ICF article notes that adopting a coaching culture helps tackle the root causes of poor well-being, rather than just symptoms. Instead of one-off wellness perks, a coaching mindset teaches employees how to cope—much like having a skilled coach helps an athlete perform under pressure. (See Coaching is Leading Change in Workplace Well-Being for details.) By training leaders in coaching, companies can create “Khrysalis-like” environments of continuous learning, feedback, and psychological safety.

Applying Basketball Methods to the Corporate Court

So how do these basketball frameworks translate into everyday office practices? Here are key parallels:

• Communication: Like a point guard calling plays, workplaces need open lines of communication. Adopting Wooden’s and Jackson’s emphasis on inclusion (every coach’s idea matters) means encouraging all team members to speak up. Holding regular check-in meetings (analogous to huddles) lets people share concerns, reducing uncertainty. This openness builds psychological safety: teams where members can admit mistakes or ask for help perform better.

• Priming & Ritual: Basketball teams use rituals (watching game tape, shooting warm-up shots). Similarly, offices can prime the mind for work. A morning 5-minute mindfulness or stretching session acts like a warm-up, improving focus and reducing stress hormones. Teams can develop simple rituals (a motivational quote emailed each morning, a victory bell when goals are hit) to make routine tasks feel important, channeling Jackson’s idea of turning the mundane sacred.

• Mindset & Resilience: Holding each other accountable and encouraging a “learning from failure” mindset are key. Coaches emphasize effort over outcome (“We win or learn”). In offices, leaders should emphasize growth: “How did we improve today?” rather than fixating on perfection. This mirrors Kobe’s approach of focusing on the process. Celebrating small victories (first successful step on a project) builds confidence and reduces anxiety about future challenges.

• Psychological Safety & Team Building: Like a locker room where jokes and mutual respect prevail, office teams need trust. Wooden’s pillars of friendship and loyalty remind us to cultivate genuine care among colleagues. Jackson’s “bencht the ego” principle shows that leaders who share power and let others shine create supportive environments. Team-building exercises (a friendly basketball game, group volunteering) aren’t just fun – they physically activate endorphins and build social bonds. Studies confirm that team cohesion directly reduces stress levels, so investing time in these activities pays dividends in mental health.

By systematically infusing these sports principles, office culture becomes more inclusive, supportive, and resilient – just like the best championship teams.

Basketball-Inspired Mental Exercise Routines

Professional life often keeps us desk-bound. Borrowing from basketball training, simple routines can be slotted before, during, and after work to boost mental wellness.

• Pre-Work Warm-Up: Start the day as an athlete would. A quick light workout (jumping jacks, a brisk walk, or dribbling a ball for 5 minutes) raises mood by releasing endorphins. Follow with a brief team “pep talk” or personal goal-setting ritual. For example, at 9:00 AM sharp a team might gather for a one-minute round: “Today I will focus on ___” or share one thing each is grateful for. This aligns with Wooden’s Pyramid block of enthusiasm and primes everyone’s mindset. Hearing peers’ goals creates accountability and camaraderie.

• Midday Timeout: Athletes rest between quarters; employees benefit from breaks. Every 90 minutes, take a 5-minute break to do deep-breathing or a guided mindfulness exercise. You can even shoot a few baskets if there’s a hoop around, combining physical and mental reset. Use this time to disconnect briefly from stressors (no email or Slack), which mimics the mental “timeout” players use to refocus strategy. These short meditative pauses are proven to reduce stress and boost focus. They also send a message that personal well-being is valued, encouraging openness (like a coach showing they care about players’ state of mind).

• Team Huddle Rituals: Borrowing a basketball huddle, teams can gather before big tasks or after lunch for 2–3 minutes. In the huddle, someone shares a quick motivational line or success story. The group gives a small round of applause. This ritual, no matter how short, fosters unity and injects positive energy into routine work.

• Post-Work Cooldown: After the workday, athletes have cool-down and reflection; knowledge workers should too. A brief period for reflection – writing down one lesson learned or a positive from the day – provides closure and perspective. Teams might have a quick debrief: “What went well today?” Sharing successes (even minor ones) lights up reward centers in the brain, building optimism. If possible, end with a relaxing group activity: a short group stretch, or even an actual casual game of basketball or other sport. Physical play not only exhausts leftover tension but also continues the endorphin boost into personal time.

Each of these routines is backed by science: regular aerobic activity lowers cortisol (stress hormone) and raises endorphins; mindfulness breaks improve emotional regulation and decision-making; socializing with teammates boosts oxytocin and resilience. Incorporated into daily schedules, they enhance mental well-being individually and reinforce a team culture of mutual care.

Evidence: Science and Data Behind the Claims

Our recommendations aren’t just opinions; they are grounded in research across fields:

• Psychological Safety and Team Performance: A study in Open Psychology Journal found that teams with higher psychological safety (the feeling that it’s safe to take interpersonal risks) had significantly better learning, efficacy, and productivity. Conversely, when safety is lacking, performance and bottom-line suffer. CEO Sabrina Ooi (Calm Collective Asia) highlights that psychological safety “creates conditions for employees to seek help” and is linked to engagement, performance, and retention.

• Team Cohesion Reduces Stress: A 2025 cross-sectional study of 299 workers across industries found significant negative correlations between team cohesion and employee stress. High cohesion predicted lower stress levels (beta = –0.38, p<.001). The researchers concluded that “workplace resilience and team cohesion significantly contribute to reducing workplace stress,” recommending that firms foster supportive team environments. In practical terms, this means trust-building and teamwork exercises (like our basketball-based routines) can directly alleviate anxiety at work.

• Exercise Physiology: Harvard Health reports that regular aerobic exercise has “a unique capacity to exhilarate and relax, to counter depression and dissipate stress”. Biologically, exercise lowers adrenaline and cortisol while boosting endorphins, the brain’s natural mood elevators. People who work out regularly report better mood and concentration. Moreover, sports offer social benefits: as Harvard notes, playing sports lets you “make friends and build networks… while your body is busy, your mind [gets] distracted from worries”. In short, a quick office basketball session or run can be as therapeutic as years of therapy for some.

• Mindfulness Research: Mindfulness interventions in the workplace consistently show lower stress and higher focus. As PositivePsychology.com notes, even brief mindfulness exercises “during the day can improve emotional regulation and decision-making skills.” Mindfulness practice at work reduces stress and boosts productivity. This aligns with Phil Jackson’s success in using meditation to calm and focus his teams. Guided breathwork or meditation apps have demonstrated efficacy in numerous studies for reducing burnout and improving well-being.

• Coaching and Well-Being: The International Coaching Federation highlights that when organizations adopt a coaching culture, employee well-being improves because root issues get addressed. One Gallup poll cited found stress at an all-time high, yet traditional wellness programs often fail because they’re not integrated into culture. By contrast, ICF research shows coaching (like active listening, goal-setting) helps people cope with change and builds resilience.. Programs like Khrysalis bring these techniques into leadership development, reinforcing mental health.

• Workplace Mental Health Stats: Globally, around 1 in 6 working adults experience mental health issues at any time. Nearly half of employees reported declining well-being in 2022, and 60% feel emotionally detached at work. In Singapore specifically, only 47% of employees feel safe to share mental health struggles, and 45% say psychological safety in their workplace is poor. Meanwhile, absence or disengagement costs billions in productivity losses. These data underscore the urgent need for team-based wellness strategies.

Together, this evidence supports the notion that integrating team sports principles and wellness practices into work is not just feel-good advice, but a scientifically backed approach to healthier, more productive organizations.

Singapore/Global Perspective on Team Cohesion & Safety

Singaporean workplaces in particular have shown a mental health gap in terms of team culture. Recent surveys reveal that 62% of Singaporeans feel uncomfortable discussing mental health with managers, higher than in neighboring countries. About **53% say their company lacks a culture of openness or psychological safety. This is alarming because psychological safety is critical: employees need to feel safe to speak up, seek help, and try new ideas. When safety is low, problems fester until stress explodes into burnout or turnover.

Globally, the picture is similar. For example, a UK survey found only 13% of employees were comfortable talking about mental health at work. Inevitably, poor cohesion contributes: teams that don’t gel have more conflict and isolation, fueling anxiety. Organizations today see that “healthy people equals healthy business”. Beyond productivity, workers demand it: one study reports 92% of Americans consider it important to work for a company that values emotional well-being.

In other words, lack of team trust and safety is already harming workers and businesses worldwide. The statistics from Singapore serve as a microcosm of a larger issue. The solution? Building team structures and rituals (inspired by sports teams) to make psychological safety and cohesion a daily practice, not an afterthought.

Role Model Example: Basketball for Health (ASA Foundation)

An inspiring example comes from the ASA Foundation, a global NGO that uses sports in education. In Singapore, ASA led a “Hoops + Health” basketball workshop blending athletics with life skills. Workshops were conducted by trained coaches, including Ariel Vanguardia (former NBA assistant coach and ASA master trainer). Participants (youth from vulnerable backgrounds) were taught basketball drills alongside lessons on nutrition, mental health awareness, and decision-making.

The results were striking. Evaluations showed participants gained strengthened friendships and newfound confidence, and reported a better understanding of health topics. The initiative explicitly aimed to “empower participants both on and off the court,” using the camaraderie of team sports to foster resilience and social support. This demonstrates how sports frameworks can be practically applied: by making complex well-being concepts relatable through basketball, the program improved mental and social outcomes.

While ASA’s work focuses on youth, the principles apply broadly. A corporate team can similarly be “empowered on and off the court” by integrating play and debrief, physical activity and discussion, as ASA did. Through this example, we see a role model in Ariel Vanguardia and the ASA trainers: they used the power of a team sport to teach life skills and emotional strength. In offices, leaders can play a similar role by coaching rather than just managing – mirroring how sports coaches build both skills and spirit in players.

Conclusion & Call to Action

In today’s volatile, anxious BANI world, mental health is the ultimate competitive advantage. The science and real-world examples are clear: teams that play together – with shared values, clear communication, and collective support – perform better and feel better. By adopting basketball-inspired frameworks and routines, corporate teams can create the high-trust, high-resilience cultures needed to weather uncertainty.

We urge organizations to take action:

1. Train leaders as coaches. Teach managers to listen actively (Khrysalis/ICF style) and to foster everyone’s voice (bench the ego).

2. Establish team rituals. Create pre-work huddles, mindfulness breaks, and after-work debriefs. Make these non-negotiable calendar events, not optional extras.

3. Promote psychological safety. Encourage openness about stress or mistakes (like a free throw practice – nobody is judged for missing). Normalize sharing struggles as part of teamwork (as 69% of employees want flexible support).

4. Encourage physical activity. Provide opportunities for on-site exercise or company sports teams. Even brief activity spikes mood and signals a culture that values health.

5. Cultivate champion mindsets. Recognize effort and progress (Mamba Mentality), celebrate collective wins (Wooden’s unity), and frame challenges as growth opportunities.

This playbook turns workgroups into resilient, high-performing teams. As Sabrina Ooi of Calm Collective Asia concludes: “Psychological safety helps boost engagement, performance, and retention. It’s clear that healthy people equals healthy business.”. Adopting these basketball-derived strategies is a powerful way to ensure your team – and your organization – thrives, no matter how brittle or incomprehensible the world becomes.

In Layman terms

In simple terms, good mental health means being able to handle life’s stresses and still feel and work well. The modern world is unpredictable and stressful (think post-pandemic anxiety and fast changes), so it’s more important than ever to keep mentally strong. Team sports, especially basketball, have great strategies we can use at work to help with this.

Consider a company as a basketball team: if teammates trust and support each other (loyalty, friendship), everyone feels safer and less stressed. Coaches like the legendary John Wooden and Phil Jackson showed that values like cooperation, respect, and mindfulness lead teams to success. Kobe Bryant’s relentless “Mamba Mentality” teaches us to focus on working hard and learning from every challenge. Even corporate coaching techniques (like those in the Khrysalis program) work like a personal coach for employees, helping people solve problems and feel valued.

Putting this into practice means small things like having short team meetings or “huddles” at the start of the day, quick breaks where we do breathing exercises or a mini-game, and debriefs at the end of the day. These habits, backed by science, lower stress hormones and raise “feel-good” chemicals in our bodies. For example, exercise and team play release endorphins that combat anxiety, and mindfulness pauses help us focus. Surveys show many people (in Singapore and globally) feel unsafe talking about stress at work. By using these basketball-inspired habits, teams create a friendlier environment where it’s okay to talk about struggles and ask for help.

An example is the ASA Foundation’s “Hoops + Health” program in Singapore. Coaches there used basketball drills together with health lessons, and found participants became more confident and friendly. This shows that mixing sports with personal development really can improve mental well-being.

In short, we should treat our work teams more like teams on the court: communicate openly, support one another, and train our minds as well as our skills. By doing so, we build not just a more productive workplace, but a happier and healthier one too.

Sources: Expert definitions (WHO), leadership books (Wooden, Jackson, Bryant), mental health studies and workplace surveys, and real-world examples (ASA Foundation) back up these ideas. Each claim is grounded in research from psychology, neuroscience, and sports science. These strategies are not just theory—they are proven ways to create resilient, high-performing teams.