Team dynamics is key to project success

All teams begin at the individual level so the first thing is to ensure that members have the skills, abilities, desires and attitude to actually be team effective team members. Some factors (but not all) that assist can include training, empowerment, autonomy, work environment, and the "basic needs" of salary, security etc. Then it comes to team dynamics and that is an entirely different ball game. You could have a team of experts in their field, all respected within the business, but as a team they just don't get on. Here some factors (but not all) that influence team dynamics include psychology, motivation, team bonding, effective facilitation, ground rules, cross-functional skills, cultural diversity etc. The appropriate mix of all these factors will determine if you have a negative or positive team.

When I encounter negative team dynamics, I first identify their root cause, which may be attributable to such reasons as:
1. Poor leadership doesn’t allow the team to perform at its full capacity
2. One or more ‘difficult’ individuals are ruining the team’s dynamic

When my team's performance is limited by people far above our pay grade I acknowledge this, and encourage them to focus only on the things in our direct control. In the case of difficult individuals, I try to determine the reason they’re not getting along with others. It might be a simple misunderstanding or lack of clarity regarding roles. The reason might be more complicated, such as incompatible personalities, or in the worst case the problem is that someone doesn’t want to carry their weight, or just enjoys making others miserable for some reason. I then create and implement a plan to address each cause.

The life is simple to understand, mainly when you talk about people. There is not "bad" or "good" people. People behaves in a way for a reason. About dynamics, for example, I am working from the last 25 years leading more than 250 people that belongs to more than 65 countries around the world. In my actual work place from that amount of people I met face-to-face no more than 10 percent of that people while I work every day with them.
I wrote two articles about that both published by the PMI and cited in lot of other publications. My last one was this:
Slideshare: https://www.slideshare.net/contesl/newton-...zational-change
projectmanagement.com: https://www.projectmanagement.com/blog-pos...zational-change
Wordpress: https://bawarp.wordpress.com/2017/10/14/is...ational-change/
Google+: https://plus.google.com/u/0/b/117290412180005147641/
Facebook: https://www.facebook.com/bawarp.bawarp/posts/457272858006684

Sergio,
Thanks for sharing your articles and your experience with managing people around the globe.

Anish

Sometimes negative team dynamics is the result of a there being a team member in the team for about 15-20 years, absolutely set in their ways and with disdainful refusal to budge from the way that they are working .
Persistence with them , persuasion with their managers and copious references to "That person is just the way they are , and It's not surprising that that's how they work".
Dead wood continues to rot and your project suffers
As a PM , just focus on your end goal and do the best you can . one of the techniques is compromise (for conflict resolution)