I have some experience with these questions. 1. Management, and involvement of management in particular. When you're an individual contributor, it can often be

I have some experience with these questions. 1. Management, and involvement of management in particular. When you're an individual contributor, it can often be motivating and validating to hear praise and interest from a manager, director, VP or beyond. 2. It's not hopeless. In that case there are two courses of action required a) engage the team and build an atmosphere of psychological safety; this is done by giving focused, time-relevant feedback, both positive and critical, on behavior in group settings (e.g. "That question you asked in stand-up was critical. I'm glad you brought it up.") b) push out (fire, transfer, etc) negative influencers and those who don't contribute, once enough time has passed since instituting team culture changes. 2.b might sound harsh, but in normal circumstances a group of people will reject and disassociate with a member who no longer shares their values. In a work setting a manager has to do this or they risk the productive and positive team members leaving.