So, you’ve just stepped into your first management role. You’ve got a brand-new team, a roadmap full of projects, and the question every new manager asks: how do I get this group of people to feel like a team, not just a set of individuals?

The answer starts with gelling early — building a sense of safety, connection, and shared purpose before deadlines and deliverables take over.

Start with First Principles

Before you think about tools or processes, decide what kind of culture you want to set. Ask yourself:

  • Do we work on everything together, or is it one person per project?
  • When someone hits a roadblock, what should the default be — collaboration or solo problem-solving?
  • What does “inclusion” mean on this team?

As the manager, you don’t need all the answers right away. But you do need to model how the team will answer them. The early days are your chance to set norms that can last years.

Make the First Gatherings Count

Your first meetings will shape everything that follows. Make them intentional.

  • Weekly anchor meeting: Set a 30-minute weekly on Mondays. Use slides instead of a doc — visuals keep energy higher and make it easier for everyone to follow along.
  • Connection standups: Plan 2–3 shorter standups (with Popcorn Style!) during the week. They aren’t just for updates. They’re about connection. Use these to surface wins, frustrations, and ideas.
  • Democratize over time: At first, you’ll lead. But quickly look for ways to hand off facilitation so the whole team feels ownership.

A Practical Slide Deck for Weekly Standups

A simple, repeatable slide flow helps set the tone while also signaling that everyone has a role to play. Here’s a format you can try right away:

  1. Title slide: Today’s date and the host. Rotate this so facilitation responsibility gets passed around.
  2. Standup slide: Using Popcorn Style, run a team standup with an icebreaker prompt, like “What are your goals for the week?” Quick and clear.
  3. Announcements slide: Owned by you, the manager. Use it for reminders (holidays, deadlines) or to echo bigger company news.
  4. Team-owned slide: A visual that sparks discussion, like a Jira burndown chart. This slide is for passing the mic around.
  5. Time-off calendar slide: If easy to maintain, show who’s out this week to avoid surprises.
  6. Closing slide: End on a positive note. Rotate between a quick demo, a moment of zen, a fun link, or a round of props.

Over time, encourage reports who are interested in improving the format to experiment with new ideas. The key is passing the mic: as a leader, you set the stage and handle logistics, but the goal is for the team to own the meeting. When everyone contributes, you’re not just gelling — you’re creating an inclusive space where people practice leading, presenting, and supporting each other.

Why It Matters

Teams gel when they feel safe, seen, and included in the roadmap. That’s the foundation of trust. Without it, no process in the world will make collaboration smooth. With it, even tough projects feel possible.

As a new manager, you don’t need to overcomplicate things. Start with a rhythm of clear, visual Popcorn Style standups and a culture of shared ownership. Everything else — speed, quality, even morale — builds on top.

Looking Ahead

This is just step one. Once your team starts to gel, the next challenge is helping them sustain that connection when the work gets hard. We’ll cover that in a future post.