5 Dysfunctions of a Team

A brief overview of Patrick Lencioni's '5 Dysfunctions' model

Transcript

1. THE FIVE DYSFUNCTIONS OF A TEAM According to Patrick Lencioni
2. ABSENCE OF TRUST
3. ABSENCE OF TRUST Trust is the confidence among team members that their peers’ intentions are good, and that there is no reason to be protective or careful around the group.
4. ABSENCE OF TRUST Distrustful teams: Conceal their mistakes and weaknesses from each other. Hesitate to ask for help or provide constructive feedback. Jump to conclusions about the intensions or aptitudes of others.
5. FEAR OF CONFLICT
6. FEAR OF CONFLICT Healthy conflict: focuses on ideas and concepts allows everyone on a team to input, discuss and resolve issues quickly and completely.
7. FEAR OF CONFLICT Teams which fear conflict: Ignore contentious topics which may be important to team success. Fail to enable all team members’ ideas and perspectives to be voiced (or even suppress them). Create environments where politics and personal attacks thrive.
8. LACK OF COMMITMENT
9. LACK OF COMMITMENT Commitment requires clarity of the team’s goals, and buy in from the team. But can be [stifled] by the desire for consensus and the need for certainty.
10. LACK OF COMMITMENT A team that fails to commit: Breeds lack of confidence and fear of failure. Misses opportunities due to excessive analysis and delay. Creates ambiguity about direction and priorities.
11. AVOIDANCE OF ACCOUNTABILITY
12. AVOIDANCE OF ACCOUNTABILITY According to Lencioni, accountability refers to the willingness of team members to call their peers out on performance or behaviours which might hurt the team.
13. AVOIDANCE OF ACCOUNTABILITY A team that avoids accountability: Creates resentment among team members who have different standards of performance. Encourages mediocrity. Misses deadlines and key deliverables. Places an undue burden on the team leader as the sole source of discipline.
14. INATTENTION TO RESULTS
15. INATTENTION TO RESULTS Dysfunctional teams may focus on something other then the core goals of the team, such as team status or individual status. This may be because the goals aren't clearly defined, or because the team isn't accountable for meeting them.
16. INATTENTION TO RESULTS A team that cannot focus on results: Loses achievement-oriented employees. Is easily distracted. Stagnates and fails to deliver value for the organisation.
17. A HEALTHY TEAM A healthy team: trusts one another, so that healthy conflict can take place, allowing the team to commit to decisions. Thus, individuals can be accountable for meeting goals so that the team can focus on results.