A summary on Five Dysfunctions of Teams book by Patrick Lencioni

As I see it, creating and managing teams and lead them to achieve their goals and objectives are one of the hardest skills that every leader and manager at every level shall be mastered. But team management is not as easy as it seams or sounds because you are interacting with human beings and individuals which each has their own model of the world as expressed in A Thousand Brains: A New Theory of Intelligence book by Jeff Hawkins. There are times when teams are not functioning well or as Patrick Lencioni put it, there is a dysfunction in the teams.

“The Five Dysfunctions of a Team” by Patrick Lencioni is a popular book that discusses common pitfalls that can derail team effectiveness and offers practical guidance for building a cohesive and high-performing team.

Here is a summary of the five dysfunctions:

Absence of trust: Team members are afraid to be vulnerable and open with one another, which hinders the ability to build trust and work effectively as a team.

Fear of conflict: Team members are reluctant to engage in constructive conflict and debate, which leads to a lack of creativity and innovation.

Lack of commitment: Team members are unsure of their roles and responsibilities, which leads to a lack of commitment and follow-through on decisions.

Avoidance of accountability: Team members are unwilling to hold each other accountable for their actions and performance, which leads to a lack of accountability and a lack of trust.

Inattention to results: Team members are more focused on their own interests and agendas than on the overall success of the team, which leads to a lack of focus on achieving results.

 

So, lets take a closer look at each dysfunction, how they manifest in teams and how to overcome them:

The first dysfunction of a team, as identified in “The Five Dysfunctions of a Team” by Patrick Lencioni, is the absence of trust. This refers to the lack of trust and vulnerability among team members, which can hinder the team’s ability to work effectively together.

Here are four examples of how the absence of trust can manifest on a team:

1. Team members are reluctant to share their ideas and opinions, fearing that they will be judged or rejected.
2. Team members are hesitant to admit their mistakes or ask for help, fearing that it will be seen as a sign of weakness.
3. Team members are protective of their own interests and agendas, rather than working towards the common goals of the team.
4. Team members are unwilling to engage in open and honest communication, leading to misunderstandings and a lack of transparency.

The absence of trust can create a negative and unproductive team culture, and it’s important for team leaders to actively work to build trust among team members. This can be done through activities such as team-building exercises, open and honest communication, and setting clear expectations and guidelines for the team.

 

The second dysfunction of a team, is the fear of conflict. This refers to the reluctance of team members to engage in constructive conflict and debate, which can hinder the team’s ability to come up with creative and innovative solutions to problems.

Here are four examples of how the fear of conflict can manifest on a team:

1. Team members avoid bringing up controversial or difficult topics, fearing that it will lead to conflict or discomfort.
2. Team members are unwilling to challenge the ideas or perspectives of others, leading to a lack of diversity in thought and decision-making.
3. Team members are hesitant to speak up and express their opinions, leading to a lack of open and honest communication.
4. Team members avoid giving or receiving feedback, fearing that it will lead to conflict or hurt feelings.

It’s important for team leaders to create an environment where team members feel comfortable expressing their ideas and opinions, even if they differ from those of others. This can be done through activities such as encouraging open and honest communication, setting clear guidelines for respectful conflict resolution, and modeling good conflict resolution skills.

 

The third dysfunction of a team, is the lack of commitment. This refers to the lack of clarity and buy-in from team members regarding their roles and responsibilities, which can lead to a lack of commitment and follow-through on decisions.

Here are four examples of how the lack of commitment can manifest on a team:

1. Team members are unclear about their roles and responsibilities, leading to confusion and a lack of accountability.
2. Team members are hesitant to commit to decisions or actions, leading to a lack of follow-through and progress.
3. Team members are unsure about the goals and priorities of the team, leading to a lack of focus and alignment.
4. Team members are unwilling to hold themselves or others accountable for their actions and performance, leading to a lack of accountability.

To overcome the lack of commitment, it’s important for team leaders to clearly communicate expectations and roles, set clear goals and priorities, and establish a culture of accountability and follow-through. This can be done through activities such as setting clear performance expectations, setting deadlines and tracking progress, and regularly reviewing and adjusting roles and responsibilities as needed.

 

The fourth dysfunction of a team, is the avoidance of accountability. This refers to the reluctance of team members to hold themselves or others accountable for their actions and performance, which can lead to a lack of trust and a lack of progress towards team goals.

Here are four examples of how the avoidance of accountability can manifest on a team:

1. Team members are hesitant to give or receive feedback, fearing that it will lead to conflict or hurt feelings.
2. Team members are unwilling to hold themselves or others accountable for meeting deadlines or meeting performance expectations.
3. Team members are more focused on their own interests and agendas than on the overall success of the team.
4. Team members are reluctant to confront and address poor performance or behavior, leading to a lack of accountability.

To overcome the avoidance of accountability, it’s important for team leaders to establish a culture of open and honest communication, set clear performance expectations, and hold team members accountable for meeting those expectations. This can be done through activities such as regularly giving and receiving feedback, setting clear goals and tracking progress towards those goals, and holding team members accountable for their actions and performance.

 

The fifth dysfunction of a team, is the inattention to results. This refers to a lack of focus on achieving the overall goals and objectives of the team, as team members are more focused on their own interests and agendas.

Here are four examples of how the inattention to results can manifest on a team:

1. Team members prioritize their own interests and agendas over the needs and goals of the team.
2. Team members are more focused on their own personal success than on the success of the team.
3. Team members are unwilling to compromise or make sacrifices in order to achieve the overall goals of the team.
4. Team members are more focused on their own tasks and responsibilities than on the bigger picture of the team’s objectives.

To overcome the inattention to results, it’s important for team leaders to clearly communicate the goals and objectives of the team, set clear priorities and allocate resources accordingly, and hold team members accountable for their contributions towards achieving team goals. This can be done through activities such as setting clear performance expectations, tracking progress towards team goals, and regularly reviewing and adjusting priorities as needed.

 

In conclusion, the five dysfunctions of a team – absence of trust, fear of conflict, lack of commitment, avoidance of accountability, and inattention to results – can significantly hinder the effectiveness of a team. By recognizing and addressing these dysfunctions, team leaders can create a cohesive and high-performing team that is able to achieve its goals and objectives. By fostering a culture of trust, open communication, accountability, and focus on results, teams can overcome these common pitfalls and work together effectively to achieve success.

 

*The book offers practical guidance on how to overcome these dysfunctions and build a cohesive and high-performing team. If you’re interested in learning more, I recommend reading the book for a full exploration of these topics.