Bad output is rarely a talent problem, it's a dynamics problem. Good inter-personal dynamics requires effort: it's what lets teams surface disagreement and learn from mistakes before they get expensive. As headcount grows, that has to be built deliberately, not assumed.
Silence, coalitions, and sudden calm are more often signs of a team in distress than of a team that's fine. Here's the diagnostic to tell healthy conflict from a problem, and why waiting to intervene is a costly choice, not a neutral one.
When a team that used to argue starts only nodding, it's rarely a sign you've earned respect — research on suppressed dissent shows it's usually a visibility problem. Here's how to tell the difference, and three habits that keep objections coming.