5 Team Dysfunctions and how to fix them summary
A useful book by Patrick Lencioni on “The Five Dysfunctions of a Team” & how to “fix” them.
…A classic Maslow’s Hierarchy of Needs esque pyramid (above) to explain 5 key problems > opportunities teams face: absence of trust, fear of conflict, lack of commitment, avoidance of accountability, and inattention to results.
See diagram for the summary.
1) Absence of trust
Trust is the foundation of teamwork and something I have posted about many times on this blog e.g here.
Teams who lack trust conceal weaknesses and mistakes, are reluctant to ask for help, and jump to conclusions about the intentions of other team members. It is crucial to establish a team culture where individuals feel able to admit to mistakes and weaknesses, and use them as opportunities for development.
Remedies: Facilitate team building, model vulnerability and promote open communication
2) Fear of conflict
Teams who lack trust fear conflict and are often reluctant to discuss controversial topics and share perspectives and ideas. These discussions are necessary to enable the team to reach a decision, or agree on how to approach and resolve a problem.
Remedies: Establish shared rules for healthy debate, reward candour and mediate disagreements
3) Lack of commitment
When teams do not engage in open discussion due to a fear of conflict, team members often feel that their ideas and opinions are not valued. They may become detached or even resentful, and fail to commit to the chosen approach or common goal as a result.
Remedies: Involve team members in decision making, Enable your leadership team to be the best they can be (e.g my post on senior leadership attributes) clearly communicate mission/vision/values/strategy, track > celebrate success.
4) Avoidance of accountability
Team members who have not bought-in to the chosen approach or goal will not feel accountable for achieving it.
The desire to manage personal risk and avoid conflict also prevents team members from holding one another accountable for their contributions. As a result, team members miss deadlines and deliver mediocre work.
Remedies: clear expectations/ OKRs, consistency, make progress visible (e.g my post around AIMS grid) and lead by example.
5) Inattention to results
Team members who are not held accountable for their contributions are more likely to become distracted and focus on individual goals instead of collective success.
Remedies: Set team goals, reward team success and showcase the importance of “one team”.