Deep below the iceberg of organizational culture lies the source of workplace politics. Hidden unless you look, it lurks without explanation and influences the day-to-day interactions between teammates. While unique to each team, its roots are common to the industry you have selected for your career path. Because our work is an expression of our history, the politics of the workplace are reflections of the reasons we choose that expression of our character. Allowing for mild stereotyping, consider these three questions:

The most lasting change unfolds gradually, under the surface and invisible to onlookers. Unlike the shock of an abrupt transition, evolution quietly advances despite our inability to track its progress. Much like the roots of an old-growth tree, tendrils slowly reach out to connect with a powerful network of fuel and support. Above the ground, teams form.

Do you prefer a cruise ship to a family vacation? Both options take you to beautiful places. The difference lies in the mode of transportation, the population of passengers, and the choice of who steers. Some trips begin with a collection of strangers while others carefully select the participants. A common destination might be enough to create a connection, but coalescing a team requires more than agreeing on the final port. The quality of the journey begins way before the ending.

There’s a way of viewing the many partnerships that make up a team while looking at the whole team as a unit. The fingerprint-level uniqueness of the group is stamped by the distinct individual connections between teammates. As each internal partnership morphs, the team evolves either toward or away from wellness. Here’s how to take a snapshot of today’s state of affairs.

Whether it is the 19 year-olds I teach at Elmhurst University or the 40-somethings I coach through their career transitions, the trajectory of careers is driven by connections. You select an academic major when you are barely an adult. You accept a first job in your early 20’s with none of the maturity needed to know whether it fits your strengths, interests, values, and personality. Good luck with that. Let’s invite some teammates into the equation and convert chance into a strategy.

Difference of opinion is usually the fodder for division. Us and them factions split easily. Yet, both extremes are needed to understand the whole picture. Darkness makes us appreciate light. Active phases need dormant periods for refueling. Conservative views provide a counterbalance for liberal perspectives. Embracing opposites as necessary components of the whole is far more valuable than outright rejection. Each side relies upon the other. Consider the advantage that welcoming dichotomy brings to teams.

You probably shouldn’t ask the question unless you are willing to hear the answer. More importantly, you may not want to invite the conversation unless you plan to do something with the information. Feedback is a double-edged sword. The choice to strengthen a weakness almost always makes sense until you acknowledge how much work is required. When that realization sets in, many teams opt to perpetuate ‘normal’ rather than taking on the labor of growth.

Everyone has advice and guidance these days. The paths to wellness, individually or as a team, are many. Like most fads, there’s always something new that catches the attention of social media and gets talked about among friends. While all of that is unfolding, there remain three simple tools that have stood the test of time. One at the micro level, one at the mezzo level, and one at the macro level.

I greeted a friend recently with the question “How are you?” A freight train happened to be passing by at the moment I asked so she misheard the words as “Why are you?” Her answer surprised me. In less than 30 seconds, she served up a theme-based version of her life story. It was a veritable purpose statement. It got me thinking about how many of us are seeking direction when the destination has already been well established. Perhaps it’s just the path that hasn’t yet been chosen.

When you are stuck, the choice to move forward doesn’t happen until the cause is addressed. Often, teams push ahead without a diagnosis and inadvertently send the roots of the problem deeper. You can make it go away temporarily with some quick action but, unless the root cause is managed, it is sure to come back. Most likely, it will return in a form that is harder to solve. We live in a time when making symptoms disappear as quickly as possible drives decision making. What would happen if we didn’t?

Boomers see it all the time. A friend or colleague retires or decides to scale back. Seemingly overnight, they grow old. Somehow, the vibrancy of creating work disappears and the indulgence of the golf addiction sparks grey hair, slumped posture, and conversations about medical concerns. They turn the ‘old’ corner. Variations of this theme, unfortunately, happen in every generation. It all boils down to the choice to stop growing.

When people think of the word ‘team,’ they often imagine a larger group of talent with interlocking roles. They repeat the adage about the whole being greater than the sum of its parts. They measure the impact of effective leadership and good chemistry while imagining some pro sports team winning a world championship. While all of this can be accurate, it is a stereotype. Teams assume many forms.