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The FIVE Dysfunctions of a Team by Patrick Lencioni

Dysfunctions
Members of dysfunctional teams … and ways to Overcome each one Members of trusting teams ...
• Stagnates/fails to grow
Inattention to Results • Retains achievement-oriented employees
• Rarely defeats competitors • Minimizes individualistic behavior
9 Public declaration of results
• Loses achievement-oriented employees • Enjoys success and suffers failure acutely
9 Results-Based rewards
• Encourages team members to focus on their own careers and • Benefits from individuals who subjugate their own goals/interests for
individual goals 9 Setting the tone for a focus on results the good of the team
• Is easily distracted from the leader • Avoids distractions

• Creates resentment among team members who have different standards


Avoidance of Accountability • Ensures that poor performers feel pressure to improve
of performance • Identifies potential problems quickly by questioning one another’s
9 Publication of goals and standards
• Encourages mediocrity approaches without hesitation
9 Simple and regular progress reviews
• Misses deadlines and key deliverables • Establishes respect among team members who are held to the same
9 Team rewards
• Places an undue burden on the team leader as the sole source of high standards
discipline 9 Ability of leader to allow the team to serve as • Avoids excessive bureaucracy around performance management and
the first and primary accountability corrective action
mechanism

• Creates ambiguity among the team about direction and priorities


Lack of Commitment • Creates clarity around direction and priorities
• Watches windows of opportunity close due to excessive analysis and • Aligns the entire team around common objectives
9 Cascading Messaging
unnecessary delay • Develops an ability to learn from mistakes
9 Deadlines
• Breeds lack of confidence and fear of failure • Takes advantage of opportunities before competitors do
9 Contingency and Worst-case scenario analysis
• Revisits discussions and decisions again and again • Moves forward without hesitation
9 Low-risk exposure therapy
• Encourages second-guessing among team members • Changes direction without hesitation or guilt
9 Ability of leader to not place too high of a
premium on consensus or certainty

• Have boring meetings


Fear of Conflict • Have lively, interesting meetings
• Create environments where back-channel politics and personal attacks • Extract and exploit the ideas of all team members
9 Mining for conflict
thrive • Solve real problems quickly
9 Real-Time Permission
• Ignore controversial topics that are critical to team success • Minimize politics
9 Personality style and Behavioral Preference
• Fail to tap into all the opinions and perspectives of team members • Put critical topics on the table for discussion
tools
• Waste time and energy with posturing and interpersonal risk
9 Demonstration of restraint by leader when
management
people engage in conflict

• Conceal their weaknesses and mistakes from one another Absence of Trust • Admit weaknesses and mistakes
• Hesitate to ask for help or provide constructive feedback • Ask for help
• Hesitate to offer help outside their own areas of responsibility • Accept questions and input about their areas of responsibility
9 Personal Histories Exercise
• Jump to conclusions about the intentions and aptitudes of others • Give one another the benefit of the doubt before arriving at a negative
9 Team Effectiveness Exercise
without attempting to clarify them. conclusion.
9 Personality and Behavioral Preference Profiles
• Fail to recognize and tap into one another’s skills and experiences. • Take risks in offering feedback and assistance
9 360-Degree Feedback
• Waste time and energy managing their behaviors for effect • Appreciate and tap into one another’s skills and experiences
9 Experiential Team Exercises
• Hold grudges • Focus time and energy on important issues, not politics
• Dread meetings and find reasons o avoid spending time together 9 Demonstration of vulnerability first by leader • Offer and accept apologies without hesitation
• Look forward to meetings and other opportunities to work as a group