The document discusses the five dysfunctions of a team: absence of trust, fear of conflict, lack of commitment, avoidance of accountability, and inattention to results. Each dysfunction is defined and examples are provided of behaviors exhibited by teams that demonstrate the dysfunction and behaviors of high functioning teams that do not exhibit the dysfunction. The document aims to bring awareness to these dysfunctions in order to build stronger, more effective teams.
This presentation is Adapted from The Five Dysfunctions of a Team by Patrick Lencioni. I used this at my Leadership Team offsite to build a High Performing Team
This presentation is Adapted from The Five Dysfunctions of a Team by Patrick Lencioni. I used this at my Leadership Team offsite to build a High Performing Team
The higher you go up in any organization, the more people you serve, not the other way around.George Couros.
A workshop topic within KRS Agile coaching circles for our Leadership team. We focus hard on creating a safe space for staff and on building a culture of trust and inclusivity. We create an environment where staff can bring their whole self to work.
Team maturity - How to cultivate a team mentalityDeon Meyer
This is based on the book 5 Dysfunctions of a team by Patrick Lencioni. It's target audience is any person that fills a leadership role, be it on an executive level or not.
From dysfunction to cohesion for results.Lucy Barkas
Patrick Lencionis bestselling book 5 behaviors of a dysfunctional team introduces us to a simple model of dysfunction.
Now, we can bring you a solution to bring cohesion to your teams to focus on results.
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For more information, visit-www.vavaclasses.com
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2. Absence
of Trust
Fear
of Conflict
Lack of
Commitment
Avoidance of
Accountability
Inattention
to Results
Five
Dysfunctions
of a Team
Coaching Solutions International
3. Absence
of Trust
Absence of Trust
The fear of being vulnerable with
team members prevents the
building of trust within the team.
Coaching Solutions International
4. Members of teams with an absence of trust…
• Conceal weaknesses and mistakes from one another
• Hesitate to ask for help or provide constructive feedback
• Hesitate to help outside their own areas of responsibility
• Jump to conclusions about the intentions and aptitudes of
others without attempting to clarify them
• Fail to recognize and tap into one another’s skills and
experiences
• Waste time and energy managing their behaviors for effect
• Hold grudges
• Dread meetings and avoid spending time together
Coaching Solutions International
5. • Admit weaknesses and mistakes
• Ask for help
• Accept questions and input about their area of responsibility
• Give one another the benefit of the doubt before arriving at a
negative conclusion
• Take risks in offering feedback and assistance
• Appreciate and tap into one another’s skills and experiences
• Focus time and energy on important issues, not politics
• Offer and accept apologies without hesitation
• Look forward to meetings and other opportunities to work as
a group
Members of trusting teams…
Coaching Solutions International
6. Absence
of Trust
Fear
of Conflict
Fear of Conflict
The desire to preserve artificial
harmony stifles the occurrence of
productive, ideological conflict.
Coaching Solutions International
7. Teams that fear conflict…
• Conceal weaknesses and mistakes from one another
• Have boring meetings
• Create an environment where back channel politics and
personal attacks thrive
• Ignore controversial topics that are critical to team success
• Fail to tap into all the opinions and perspectives of team
members
• Waste time with interpersonal posturing and interpersonal
risk management
Coaching Solutions International
8. • Have lively, interesting meetings
• Extract and exploit the ideas of all team members
• Solve real problems quickly
• Minimize politics
• Put critical topics on the table for discussion
Teams that engage in conflict…
Coaching Solutions International
9. Absence
of Trust
Fear
of Conflict
Lack of
Commitment
The lack of clarity and/or the fear
of being wrong prevents team
members from making decisions
in a timely definitive way.
Lack of
Commitment
Coaching Solutions International
10. A team that fails to commit…
• Creates ambiguity among the team about direction and
priorities
• Watches windows of opportunity close due to excessive
analysis and unnecessary delay
• Breeds lack of confidence and fear of failure
• Revisits discussions again and again
• Encourages second guessing among team members
Coaching Solutions International
11. • Creates clarity around direction and priorities
• Aligns the entire team around common objectives
• Develops an ability to learn from mistakes
• Takes advantage of opportunities before competitors do
• Moves forward without hesitation
• Changes direction without hesitation or guilt
A team that commits…
Coaching Solutions International
12. Absence
of Trust
Fear
of Conflict
Avoidance of
Accountability
The need to avoid personal
discomfort prevents team
members from holding one
another accountable for their
behaviors.
Lack of
Commitment
Avoidance of
Accountability
Coaching Solutions International
13. 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
Coaching Solutions International
14. • Ensures that poor performers feel the pressure to improve
• Identifies potential problems quickly by questioning one
another’s approaches without hesitation
• Establishes respect among team members who are held to
the same high standard
• Avoids excessive bureaucracy around performance
management and corrective action
A team that holds one another accountable…
Coaching Solutions International
15. Absence
of Trust
Fear
of Conflict
Inattention
to Results
The desire for individual
credit erodes the focus on
collective results
Lack of
Commitment
Avoidance of
Accountability
Inattention
to Results
Coaching Solutions International
16. A team that is not focused on results…
• Stagnates/fails to grow
• Rarely defeats competitors
• Loses achievement-oriented employees
• Encourages team members to focus on their own careers
and individual goals
• Is easily distracted
Coaching Solutions International
17. • Retains achievement oriented employees
• Minimizes individualistic behavior
• Enjoys success and suffers failure acutely
• Benefits from individuals who subjugate their goals/interests
for the good of the team
• Avoids distractions
A team that focuses on collective results…
Coaching Solutions International
