The Five Dysfunctions of a Team
Patrick Lencioni is an American writer who specializes in business management books, specifically in relation to team management. The Five Dysfunctions of a Team describes a pyramid of five layers which represent the maturity of a team. The maturity in which the team interacts is commonly known as teamwork. The layers are connected in a way that a team becomes more effective when moving from the bottom layer to the top layer. The author reveals the basics of teamwork by using a leadership story, a fable of a technology company that is scraping to grow and find customers. As the team attempts to work through issues and make progress, the five dysfunctions of their team becomes very clear:
1- Absence of Trust
2- Fear of Conflict
3- Lack of Commitment
4- Avoidance of Accountability
5- Inattention to Results
Understanding these five dysfunctions is the first and most important step to reducing misunderstanding and confusion within a team.
ABSENCE OF TRUST: The primary cause of the absence of trust is rooted in the inability of team members to show their weakness and be vulnerable with each other. The absence of trust is one of the most damaging traits in team dysfunctionality. A great deal of energy is wasted when team members invest their time in defensive behavior and are hesitant to ask for help or to offer help. Teams can overcome this dysfunction by creating an environment that encourages the sharing of experiences, following through with commitments to demonstrate credibility and developing strong insight into the distinctive characteristics of team members.
FEAR OF CONFLICT: Teams that lack trust are hindered from having a passionate debate about things that matter. This causes a team to replace conflict with artificial harmony. Understanding that conflict can be productive is highly essential when working with a team and can help a team overcome their fear of conflict.
LACK OF COMMITMENT: People are more willing to take on tasks when their opinion is included in the decision-making process. Productive teams make joint and transparent decisions and are confident that they have the support of other team members. It is only natural that when people do not feel committed to the outcome of a result, they feel less responsible for it. The commitment of team members exists when each member has the chance to offer their opinion. This can only be done comfortably when there is a warm environment. People will also be more open to allowing others talk to them about their responsibilities.
AVOIDANCE OF ACCOUNTABILITY: You can’t have accountability when a team doesn’t commit. People rarely hold each other accountable if they haven’t bought into the plan. Considering a well-organized team, it is the responsibility of the team members to hold each other accountable and accept responsibility when necessary. Often, success is measured by the level of progress. The WHAT, HOW, WHEN and WHY must be clearly communicated to the team.
INATTENTION TO RESULTS: When team members are not held accountable, they will often defer to looking out for their own personal interests rather than the team’s interest. A team can only become results oriented when all team members are focused on the team’s results rather than their own. In this regard, the primary role of a leader in overcoming this dysfunction is to set the tone for the team and lead by example. To prevent this dysfunction, you must start from the bottom of the pyramid and build trust between team members. The easiest way to get someone to trust you is to be authentic and reliable. Always do what you say and people will see you as a master of your words.
Patrick Lencioni wraps it up by describing how to improve a team’s result: by celebrating successes, discussing what is most important for the organization and addressing the most critical challenges of the team. In doing so, it encourages team members in a difficult situation to choose the company goal over their own personal goal.
THE BIG THREE – KEY POINTS
Key point #1: There are five dysfunctions of a team.
Key point #2: Leaders can overcome these dysfunctions by setting the tone and leading by example.
Key point #3: Successful teamwork is about combining common sense with an uncommon level of discipline and persistence.
One last thing
“Politics is when people choose their words and actions based on how they want others to react rather than based on what they really think. Simply put, politics have no place in a functional team.”
― Patrick Lencioni