Hi there. I’m Dr. Bobbi Wegner.

Welcome to The Psychology of Teams and People: Insights from Within. I am a psychologist who lives at the intersection of psychology, business, and technology. I teach organizational psychology at Harvard. I spend a lot of time inside companies across the globe. And,  I am the founder and CEO of Groops. 

Groops bring experts in organizational psychology to help teams deepen cohesion and improve functioning, at scale. AI helps us provide ongoing insights and recommendations - and allows us to see themes across the team, within the organization, and between companies. 

Each message includes (a) noticing and wonderings about everyday psychology at work, (b) a quote to think about, (c) a question to deepen understanding, and (d) something to try. Enjoy! 

Noticing and Wondering

At a fast-growing startup, a product team found themselves at odds. Disagreement over who was doing what,  avoidance became the norm, and tension was felt in the meetings. The leader of the team felt frustrated and torn. All he wanted was to get the work done and have everyone get along well enough. He was a good guy but rose to success due to his individual contribution and did not have the skills to help the team manage the dynamic issues. Over time, people burned out and  started to leave and would say “another opportunity came up”, but everyone knew that team dynamics were a driver. 

So, we (Groops) got involved. The first thing we did was articulate the shared goal (or mission) of the team. This is critically important for all teams because all group norms and behaviors come from that. The first questions always are:

• Shared Goal: "What do we want to achieve together, and why does it matter to us?"

• Group Norms: "How do we want to work together, and what behaviors will help us succeed?"

• Conflict Resolution: "How will we handle disagreements to stay aligned and move forward?"

This team decided direct communication, true listening, collaboration, and accountability were important to them. Setting these norms helped them reset how they want to work together and they became an operating agreement of sorts. 

Over time and through open dialogue about team dynamics with Groops, they realized the root of their struggles: unclear roles, unmet expectations, and a lack of psychological safety. 

Through Groops, the team had regular time set up to work on their dynamic. Small changes - like defining responsibilities, implementing regular feedback, and encouraging vulnerability - transformed how they worked together. Collaboration improved, and they began hitting deadlines with greater ease and camaraderie.

I notice a theme - when teams take the time to align on shared goals and set clear norms, they create a foundation for trust, clarity, and effective collaboration. I notice that even small, intentional shifts in how teams communicate and hold each other accountable can have a transformative impact on morale and performance.

I wonder  how many teams are struggling silently with misalignment and unclear expectations, unaware of the simple steps they can take to reset and thrive. I wonder what would happen if more leaders prioritized psychological safety and dialogue, creating space for teams to truly connect and perform at their best.

A little clarity and connection go a long way in changing team dynamics. Having outside support levels the playing field and allows people to open up more. Be a champion for your team. Be an activist for strong team dynamics. It pays dividends on all fronts.

A QUOTE TO THINK ABOUT

"What you do makes a difference, and you have to decide what kind of difference you want to make."

Source: Jane Goodall, environmental activist.

A DEEP-ish QUESTION (or Three)

• Noticing Misalignment: What are the subtle signs that my team might be struggling with unclear roles or unmet expectations?

• Defining Team Norms: If my team were to set shared goals and group norms today, what values or behaviors would I personally advocate for?

• Fostering Psychological Safety: What small, intentional actions can I take this week to create a space where team members feel safe to communicate openly and collaborate effectively?

SOMETHING TO TRY

This week, ask your team to privately reflect on the questions  below and then set aside one hour to define or revisit your shared goals and group norms:

1. Shared Goal: "What do we want to achieve together, and why does it matter to us?"

2. Group Norms: "How do we want to work together, and what behaviors will help us succeed?"

3. Conflict Resolution: "How will we handle disagreements to stay aligned and move forward?"

Encourage open discussion and write down the key themes or decisions. Use this as a foundation to create a simple "team operating agreement" that everyone can reference and commit to.

This small action can provide clarity, improve alignment, and begin creating a more psychologically safe environment for collaboration.

ANNOUNCEMENT

It is the end of the year and if you have unused learning budget, Groops is a great way to spend it down. You can buy Groops in December and use them at your convenience throughout 2026. More information and pricing is here. We have:

• Groops for Teams: a personal team psychologist with a focus on cohesion

• Groops for Leaders: a training program to help leaders increase self-awareness and learn coaching skills to get the best out of their people

• Custom Groops: create your own adventure and we facilitate

Thanks for reading and keep on connecting :) .  

Best,

Bobbi

Bobbi Wegner, Psy.D.
Founder and CEO of Groops​: helping teams feel and function their best
Lecturer at Harvard University in Industrial-Organizational Psychology

If you are curious about the cohesion and health of your team, book a complimentary 30 minute consultation HERE . Shoot me a note to find out more or to submit  a question / problem at work and we will respond anonymously in the newsletter.  info@joingroops.com . 

www.joingroops.com