Transforming the ELT (Part 4 of 5): Through DYNAMICS
You know how they say you never forget your first love? I feel that way about the first team I ever truly loved being part of.
I remember the first day I walked into that office, a mix of excitement and nerves bubbling inside me. But as I looked around, I saw not just colleagues, but people who genuinely enjoyed being there. The laughter that echoed through the halls, the high-fives exchanged after a well-executed project, the impromptu brainstorming sessions over coffee – these were the moments that built our foundation. We weren’t just coworkers; we were a team in the truest sense.
That’s us in the image above; we had a great time working together because we all wanted to be there. Beyond that, we clearly loved hanging out together outside of work, too. Some of our best ideas weren’t born in boardrooms, but over dinner, during a hike, or in casual conversations after hours.
If you were to be a fly on the wall during our day-to-day operations, you might think our team was simply a lucky combination that occurred by happenstance. The truth, though, is that we built that team from the beginning, and we did it on purpose. We created it carefully, thoughtfully, and with communication, consideration, and shared goals in mind, all while being very clear about our expectations of each other. Every person we welcomed into our circle was chosen not just for their skills, but for their alignment with our culture as well. And the way we onboarded them? That was equally intentional. We ensured that they understood both the work and the heart of our team.
The magic wasn’t just in our enjoyment of one another’s company; it was in seeing our progress, meeting our goals, and overcoming obstacles together. The way we celebrated victories, big or small, fueled our drive. It wasn’t just work; it was a shared mission, shared passion, and shared commitment to the work and to each other that made all the difference.
The Other Side of the Coin
But I’ve also been on the other side. I’ve been part of a team where fear loomed larger than trust and uncertainty clouded every interaction. It was the kind of environment where people hesitated before speaking up and a single individual’s negativity could bring the entire team down. The stress was palpable, the outcomes suffered, and no amount of talent could compensate for the lack of trust. I learned quickly that solid team dynamics are fragile – something that, when taken for granted, can slip away in an instant.
When working with teams, I often ask, “Does your team have team norms?” The responses are always mixed – some nod confidently, others look uncertain, and a few even stare at me, bewildered.
The truth is, every team has norms. The question behind those norms are whether they are deliberate or default, functional or dysfunctional, and conscious or subconscious.
The Secret Sauce: Team Dynamics
As we continue exploring what makes a true Enterprise Leadership Team, we’ve examined three crucial components of our proprietary PRIDE Model of Team and Organizational Performance so far; Purpose, Roles, and Infrastructure. But there’s one driver that stands as foundational, and that driver is Dynamics. This one is so critical because at the end of the day, we are all human first, regardless of our titles, and without healthy team dynamics, it’s hard to make any of the other drivers work.
So what do we mean by Dynamics? Personal values, beliefs, personality and communication styles, team culture, and team norms. These are the things that shape how a team functions – how they move through storms together, and how they celebrate wins together. These are the elements that determine whether a team thrives or merely survives.
In a recent article co-written with Astrid McNellis of MoonStar Partners, Leading with Heart: How Travel and Hospitality Leaders Can Thrive in 2025, we explored the vital role of dynamics in an industry facing relentless change: competition, staffing inconsistencies, emerging technology, rising costs, and economic uncertainty. But these aren’t exclusive to travel and hospitality; every industry faces similar challenges.
Here’s the thing – success isn’t about eliminating obstacles; it’s about how a team responds to them. It’s the difference between a team that crumbles under pressure vs. one that rises to the challenge. The secret sauce is in the team that fosters a sense of community, connection, and trust first and foremost.
As McKinsey puts it, “In today’s business landscape, organizations face unprecedented levels of change and complexity. Markets shift overnight, new technologies emerge daily, and customer expectations evolve rapidly… [A] team-centric approach to transformation ushers in lasting, significant gains.”
When so much is out of a leader’s control, one of the best ways to create stability is by fostering deep human connections. Because, businesses don’t run on processes alone; it is the people who are at the heart of every business.
And when people feel supported, when they feel like they belong, they become resilient. They don’t just weather the storm; they push through it and bring out the sun together.
Building Strong Team Dynamics
Now is the time to double down on radical candor, authenticity, and trust-building. These things don’t happen overnight, but they can be accelerated through purposeful action, such as:
Establishing and reinforcing team norms that support the team’s goals (e.g., What team behaviors will help us reach our objectives?)
Practicing radical candor and fostering a culture of open, honest feedback
Creating a brave space where tough issues can be addressed head-on
Cultivating an environment rooted in connection and fun
Actively seeking input from team members and valuing their voices
If you have done all of the above and your team still struggles with unhealthy dynamics, it may be time to turn to the other drivers within the PRIDE model to find the answer. Team dynamics can be influenced by unclear purpose, poorly defined roles and responsibilities or organizational structure, inefficient processes, systems and other infrastructure, or lack of execution and measurements. Looking at the bigger picture often reveals hidden challenges as the root of team conflict may be buried elsewhere.
Assessment: How are the Dynamics on Your Team?
If you’re ready to gauge your team’s dynamics, start by rating the following statements on a scale of 1 (strongly disagree) to 4 (strongly agree):
We have clearly defined expectations for team interactions (i.e., team norms).
Team members provide direct and candid feedback to one another regularly.
Tough issues (e.g., organizational barriers, conflicts) are brought up and addressed effectively.
There is a general sense of respect and enjoyment among team members.
My input and voice are welcomed and encouraged.
Teams are more than just a collection of individuals. They are communities with unique cultures, and the way members interact determines their success. When dynamics are strong, engagement soars, connections deepen, and organizations thrive. By intentionally shaping team culture, leaders can unlock their team’s full potential, fostering resilience and ensuring long-term success.
Integrated Growth has been developing leaders, mobilizing teams, and transforming organizations since 1998. Founded by Gretchen Reid, their team of highly skilled consultants and executive coaches are known for building award winning leadership development programs, facilitating strategic planning and team development initiatives, and providing executive coaching to help you achieve your greatest mission. We invite you to schedule a free consultation or visit www.integratedgrowth.com for more information.
AUTHOR – Gretchen Reid is the Founder and CEO of Integrated Growth. With an MS in Career and Human Resource Development, Gretchen has dedicated her 30-year career to working with teams, organizations, and communities in the areas of leadership development, change management, and organizational culture with a strong emphasis on team effectiveness and mobilization. Her expertise has directly contributed to awards within Fast Company, Forbes, and The Association for Talent Development. Connect with Gretchen on LinkedIn.