Most leaders are drowning in meetings, approvals, and fire drills. The result is predictable: an exhausted manager and a team that waits for direction. Daria Rudnik, executive coach, team architect, and member of the Senior Executive AI Think Tank, argues there’s a better way. Her book, CLICKING, lays out a simple structure for transforming a group of individuals into a team that can think and act like leaders.
Rudnik’s thesis is direct. When teams click, leaders can finally lead again. That means more ownership on the team side, fewer bottlenecks at the manager’s desk, and smarter execution across the board.
Why Teams Stall and How to Fix It
Across industries and continents, Rudnik has seen the same pattern repeat. Teams are rewarded for output — for doing more, faster — yet spend almost no time reflecting on how they work. The result is a cycle of rework, stress, and disengagement.
“Leaders often mistake activity for progress,” Rudnik explains. “They’re constantly putting out fires instead of asking why they keep starting.”
She distinguishes between what she calls working groups and real teams. Working groups share a manager, but not necessarily a purpose. Real teams, by contrast, are defined by three things: a shared long-term goal, true interdependence, and clear boundaries. Without these, leaders end up compensating with tighter control and more meetings — which only compounds the problem.
The solution isn’t more management. It’s designing how the team works, communicates, and makes decisions — so that progress happens without the leader in every conversation.
The CLICK Model: A Practical Blueprint
Rudnik’s solution comes to life in the CLICK Framework, a five-step model for creating teams that are both autonomous and aligned.
- Clear Purpose — Every member understands why the team exists and how success connects to the broader mission.
- Linking Connections — Strong, trusting relationships inside the team and with key stakeholders.
- Integrated Work — Clear processes and shared norms that guide how the team communicates and collaborates.
- Collaborative Decisions — Defined decision-making rules that eliminate bottlenecks and confusion.
- Knowledge Sharing — Continuous learning through open feedback and shared insights.
Each pillar reinforces the others, creating a rhythm of clarity, communication, and trust. What makes the framework stand out is its practicality. It doesn’t live in a workshop or a retreat — it’s embedded into everyday work. In hybrid and remote environments, that intentional design becomes even more critical. “Clarity isn’t optional,” Rudnik says. “It’s the foundation of collaboration.”
From Task Management To System Leadership
For overloaded leaders, Rudnik’s framework isn’t just about better teamwork — it’s about redefining leadership itself. The shift, she says, is from managing tasks to designing systems.
“The truth is, AI can manage projects and track tasks,” Rudnik notes. “What leaders need to do now is build systems that allow people to succeed without constant supervision.”
That means setting up structures — not micromanagement — that empower the team to act. When communication flows smoothly and decision rights are clear, leaders can step back from firefighting and focus on strategy, growth, and coaching.
Small habits make a big difference. Rudnik encourages teams to hold short “reflections” after key projects — revisiting their purpose, norms, and decisions to see what worked and what needs to evolve. These moments of awareness keep teams learning and prevent old habits from creeping back in.
A Story That Shows “Clicking” In Action
Rudnik recalls working with a manufacturing company whose leadership team was stuck in conflict. Everyone was committed, but they couldn’t agree on what “growth” meant — some prioritized product quality, others expansion or partnerships.
Using the CLICK Framework, Rudnik guided them through exercises to define their purpose, set team norms, and identify behaviors to “keep up” or “cut out.” Months later, collaboration and clarity had transformed the team. When one senior leader continued violating those agreed-upon behaviors, the team itself — not the CEO — initiated the decision to part ways.
“They didn’t wait for the boss to rescue them,” Rudnik says. “They made the call together. That’s what happens when a team truly clicks.”
Building Trust Step By Step
Trust, Rudnik explains, isn’t a single trait — it’s layered. Her model includes five levels: self-trust, interpersonal reliability, competence trust, emotional trust, and team synergy. When trust breaks down, leaders can pinpoint which layer is missing and rebuild from there.
“When people feel seen and trusted they stop waiting for permission — and start taking ownership.”
Practical habits help reinforce each level: short connection rituals at the start of meetings, regular one-on-ones that go beyond task check-ins, and mentoring pairs that build confidence across roles. These small moments of humanity strengthen resilience and psychological safety.
“When people feel seen and trusted,” Rudnik says, “they stop waiting for permission — and start taking ownership.”
A 30-Day Plan To Get Started
Rudnik’s book offers tools and exercises leaders can use immediately. For those ready to start, she recommends this simple 30-day plan.
Week 1: Purpose and Boundaries
Draft a one-paragraph purpose statement and clarify who’s on the team. Alignment starts with definition.
Week 2: Team Norms
Build a one-page charter that defines how you communicate, hold meetings, and make decisions. Add your “keep it up” and “cut it out” behaviors.
Week 3: Decision Rules
Map your top decisions and categorize them: leader-owned, team-owned, or individual-owned. Clarity accelerates action.
Week 4: Knowledge Flows
Host a short review to share one win, one lesson, and one process improvement. Rotate peer one-on-ones to deepen connections.
Repeat monthly. Reflection keeps teams evolving, not just operating.
About The Author
Daria Rudnik is a Team Architect and Executive Leadership Coach with over 15 years of experience across tech, telecom, and consulting. A former Chief People Officer and Deloitte professional, she’s coached leaders across six continents through mergers, market shifts, and crises. She is also a member of the Senior Executive AI Think Tank, an invite-only network of leaders who contribute expert insights to Senior Executive Media’s coverage.
Her book, CLICKING: A Team Building Strategy for Overloaded Leaders Who Want Stronger Team Trust, Better Results, and More Time, offers a roadmap for creating teams that truly “click.” CLICKING is available now on Amazon and other major booksellers.
