But underneath? It’s a network of shifting dynamics, alliances, assumptions, and patterns that influence everything – from how decisions are made to who speaks up (and who stays silent).
If you’ve ever sensed something was “off” but couldn’t quite name it, this might be why.
From a psychologist’s lens, teams are systems, not just collections of individuals. And understanding those systems is key to improving performance, trust and collaboration.
Here’s what that looks like in practice:
In most teams, small alliances form naturally. It might be people who work closely on projects, share a background, or bond socially outside work.
That’s not inherently a problem. But if those subgroups become tight and exclusive – or are seen as having more influence – it can lead to mistrust, silos, and quiet disengagement.
Healthy teams can acknowledge these dynamics, not pretend they don’t exist.
There’s formal power – roles, titles, reporting lines.
And then there’s informal influence – who gets listened to, who drives decisions, who others look to before they speak.
The gap between those two can cause friction, especially if leaders assume the org chart reflects reality.
Psychologically safe teams have clarity on who holds influence and invite others into that space.
These aren’t the rules in your handbook. They’re the unspoken expectations:
“Don’t challenge that person.”
“We don’t talk about that project.”
“Only certain people get praise.”
“You’re expected to respond immediately.”
Left unspoken, these “rules” become culture. They’re powerful and often more influential than any strategy.
Awareness is the first step toward shifting them.
Addressing a single behaviour (like someone dominating meetings or another always going quiet) without looking at the wider system is like patching a leak without checking the plumbing.
It might stop the drip but not the root cause.
Real change means looking at patterns, not just people.
If something in your team feels stuck, it might not be about skills, personalities or effort.
It might be about the system underneath and the unspoken rules keeping it in place.
At Zeal, we help teams see themselves clearly, using psychology to uncover what’s really shaping performance and how to shift it. Why not take a look at our team assessments and development programmes and see how we can help you too.