Teamwork: The Five Dysfunctions of a Team

One of the most interesting models of team effectiveness was developed by Patrick Lencioni (2005). According to him, all teams have the potential to be dysfunctional. To improve the functioning of a team, it is critical to understand the type and level of dysfunction.

There are five potential dysfunctions of a team in Lencioni’s model:

1. Absence of Trust:

This occurs when team members are unwilling to be vulnerable with each other, hiding weaknesses or mistakes, and not being open to asking for help. This lack of vulnerability prevents the development of trust, which is the foundation of a high-performing team.

2. Fear of Conflict:

Teams where trust is absent are often unable to engage in healthy, constructive debate. They may avoid conflict or seek artificial harmony, which can lead to a lack of clear thinking and decision-making.

3. Lack of Commitment:

When teams fear conflict, they may struggle to commit to decisions and plans of action. This can result in ambiguity and a lack of clear direction, making it difficult to move forward effectively.

4. Avoidance of Accountability:

Without clear commitments and a willingness to hold each other accountable, teams may struggle to address shortcomings or unproductive behaviors. This can lead to a decline in overall performance and a feeling of team members not being held responsible for their actions.

5. Inattention to Results:

When the previous dysfunctions are present, team members may prioritize their own individual needs and goals over the team's overall success. This can lead to a lack of focus on achieving collective results and a diminished sense of shared purpose.

Each of these dysfunctions has the ability to wreak havoc in a team, significantly impacting its members’ ability to work together effectively and achieve their goals. Regardless of the skill or experience, the more dysfunctions present, the less likely a team is to perform.

Luckily, Lencioni posits that if a team acknowledges and addresses the dysfunctions head-on, they can improve their performance. The benefits of that should be pretty clear, but I think Lencioni says it best with this quote:

“If you could get all the people in an organization rowing in the same direction, you could dominate any industry, in any market, against any competition, at any time.”

― Patrick Lencioni, The Five Dysfunctions of a Team: A Leadership Fable

In a future post I’ll address how to overcome the 5 dysfunctions of a team.