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Team Dynamics
Carmen López
Psychologist. Master in Human Resources.
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There are two ways of looking at a team or a company:
The first is through a formal organization chart. Through it you can observe the power or responsibility system, the division into sections and the function performed by each member. This organization chart answers the question: "Who is responsible for what work?
![01.jpg](https://static.wixstatic.com/media/e9c747_78dacdd54e3c4e5c92df50b4df27b712~mv2_d_2844_2133_s_2.jpg/v1/fill/w_139,h_104,al_c,q_80,usm_0.66_1.00_0.01,blur_2,enc_auto/01.jpg)
2. The second way of analyzing a company is through team dynamics. This analysis is very useful and gives us a lot of information. Let's look at an example of a company on the next slide.
![02.jpg](https://static.wixstatic.com/media/e9c747_e746915c40bf4d04aea195b98466cd2c~mv2_d_2844_2133_s_2.jpg/v1/fill/w_140,h_105,al_c,q_80,usm_0.66_1.00_0.01,blur_2,enc_auto/02.jpg)
This is what we call an informal organization chart of a company. This organization chart shows us the interpersonal relationships, the real work flows, the politics and culture that make the company work in a certain way. The informal structure responds to the question: "Who do you need to go to in order to do your job?
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It’s very important to have an informal organization chart of the company because it allows us, for example:
1. To locate valuable individuals who may be overburdened with work, as in the case of Roy, a very capable man who does not even occupy a command post, but to whom everyone comes to ask for information.
![03.jpg](https://static.wixstatic.com/media/e9c747_dd5a078074c949eb8df84629efb83f9c~mv2_d_2844_2133_s_2.jpg/v1/fill/w_140,h_105,al_c,q_80,usm_0.66_1.00_0.01,blur_2,enc_auto/03.jpg)
2. To come across people who ask for too much help and perhaps need more training, like Alex.
![04.jpg](https://static.wixstatic.com/media/e9c747_55423a7a5938462f90078a9f37c92897~mv2_d_2844_2133_s_2.jpg/v1/fill/w_142,h_107,al_c,q_80,usm_0.66_1.00_0.01,blur_2,enc_auto/04.jpg)
3. To find employees who work well, but are too isolated and do not participate in the company's culture, like Joachim, who only relates to Melinda.
![05.jpg](https://static.wixstatic.com/media/e9c747_e0b74b73de0b4d0d8b871aaba7cd9cc8~mv2_d_2844_2133_s_2.jpg/v1/fill/w_141,h_106,al_c,q_80,usm_0.66_1.00_0.01,blur_2,enc_auto/05.jpg)
4. To see possible frictions within a team, such as Jenny and Enric, who despite working in the same office, seem to share no work relationship.
![06.jpg](https://static.wixstatic.com/media/e9c747_76de0eb0c3fe4389a3da973fe8234318~mv2_d_2844_2133_s_2.jpg/v1/fill/w_141,h_105,al_c,q_80,usm_0.66_1.00_0.01,blur_2,enc_auto/06.jpg)
5. To observe in which divisions we can improve communication and establish more effective ways of working.
In companies the most valuable information is always below the surface.
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For more information about Business Psychology, you can register for free here in the orange zone: www.carmenlopez.co