The Five Dysfunctions of a Team

Introduction

• Purpose: Learn how to improve dysfunctional teams using the Five Dysfunctions model by Patrick Lencioni.
• Application: Useful for management teams; provides insights on turning dysfunctional teams into high-performance teams.

Overview of the Five Dysfunctions

1. Absence of Trust

   • Lack of openness and vulnerability among team members.
   • Trust is more than openness; it includes reliability, acceptance, authenticity, and focus on others.
   • Recognizing the Problem: Team members are not open, don't do what they say, or think more about themselves.

2. Fear of Conflict

   • Team members are reluctant to speak up due to fear of disagreement.
   • Leads to artificial harmony and unproductive meetings.
   • Recognizing the Problem: Meetings lack robust, challenging discussions.
   • Solution: Encourage team members to speak up and engage in healthy debates.

3. Lack of Commitment

   • Results from lack of open discussion and fear of conflict.
   • Leads to ambiguity, poor decisions, and lack of follow-up.
   • Recognizing the Problem: Team members complain post-meeting, unclear direction.
   • Solution: Encourage expression and ensure alignment on decisions.

4. Avoidance of Accountability

   • Team members do not hold themselves or each other accountable.
   • Leads to low standards and unprofessional behavior.
   • Recognizing the Problem: Lack of feedback, missed deadlines, and absence of consequences.
   • Solution: Promote high-quality feedback and adherence to team agreements.

5. Inattention to Results

   • Focus is on individual performance rather than team results.
   • Leads to lack of collaboration and dissipated team energy.
   • Recognizing the Problem: Team members prioritize personal success over team goals.
   • Solution: Ensure alignment on team goals and mutual assistance.

Positive Framing

• Adapted Model:
  • High Level of Trust
  • Quality, Challenging Discussions
  • Clarity and Commitment
  • Frequent, High-Quality Feedback
  • Focus on Inspiring Collective Goals

Implementation

• Introduce the model to your team, discuss and identify improvement areas.
• Utilize activity guides for team development.
• Continuous engagement and familiarization with the model can lead to performance improvements.

Conclusion

• Building a high-performance team requires consistent development work.
• Regularly refer to the Five Dysfunctions model for guidance.
• Good luck with your team-building efforts.