3. The FIVE DYSFUNCTIONS of a TEAM
by PATRICK LENCIONI
Members of teams with an absence of trust…
-Conceal their weakness and mistakes from one another
-Hesitate to ask for help or provide constructive feedback
-Hesitate to offer help outside their own area of responsibility
-Fail to recognize and tap into one another’s skills and
experience
-Hold grudges
-Dread meetings and find reasons to avoid spending time
together
4. The FIVE DYSFUNCTIONS of a TEAM
by PATRICK LENCIONI
Overcoming absence of trust
• Personal Histories Exercise
• Team Effectiveness Exercise
• Personality and Behavioral Presence Profile
• 360- Degree Feedback
• Leader role
5. The FIVE DYSFUNCTIONS of a TEAM
by PATRICK LENCIONI
Members of trusting teams….
- Admit weaknesses and mistakes
-Ask for help
-Take risk 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
6. The FIVE DYSFUNCTIONS of a TEAM
by PATRICK LENCIONI
Fear of Conflict
Absence of Trust
7. The FIVE DYSFUNCTIONS of a TEAM
by PATRICK LENCIONI
Teams that fear conflict ...
• Have boring meetings
• Create environments 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 perspective of team members
• Waste time and energy with posturing and interpersonal risk management
8. The FIVE DYSFUNCTIONS of a TEAM
by PATRICK LENCIONI
Teams that engage in conflict ...
• 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
9. The FIVE DYSFUNCTIONS of a TEAM
by PATRICK LENCIONI
Overcoming Fear of Conflict…
• Acknowledge that conflict is productive, and that many teams
have a tendency to avoid it.
• Mining Team Members must occasionally assume the role of a
“miner of conflict” -- someone who extracts buried disagreements
within the team and sheds the light of day on them.
• Ream-Time Permission Team members need to coach one
another not to retreat from healthy debate. Remind them what they
are doing is necessary.
• Other Tools Thomas-Kilmann Conflict Mode Instrument (TKI)
10. The FIVE DYSFUNCTIONS of a TEAM
by PATRICK LENCIONI
Lack of Commitment
Fear of Conflict
Absence of Trust
11. The FIVE DYSFUNCTIONS of a TEAM
by PATRICK LENCIONI
A Team that lacks commitment…
•Create ambiguity on direction and priorities
•Misses opportunity by too much analysis and
delay
•Breeds lack of confidence and fear of failure
•Discusses and reviews decision again and again
•Encourage second guessing among team
members
12. The FIVE DYSFUNCTIONS of a TEAM
by PATRICK LENCIONI
Teams that are committed…
• Have clear directions and priorities
• Are aligned around objectives
•Develop an ability to learn from mistakes
•Seize opportunities before the competition
•Moves forward without hesitation
•Changes direction without hesitation or guilt
13. The FIVE DYSFUNCTIONS of a TEAM
by PATRICK LENCIONI
Overcoming Lack of Commitment…
• Cascading messaging: reformulate action plan, communicate
quickly and comprehensively, and align the meetings with each
other
•Set and honor deadlines, including interim milestones.
•Contingency and worst case scenario analysis: remove the fear
from mistakes
•Low-risk exposure therapy: practice quick decision making with
limited analysis
14. The FIVE DYSFUNCTIONS of a TEAM
by PATRICK LENCIONI
Avoidance of
Accountability
Lack of Commitment
Fear of Conflict
Absence of Trust
15. The FIVE DYSFUNCTIONS of a TEAM
by PATRICK LENCIONI
A Team that avoids accountability…
•Creates resentment and different performance standards
•Encourage mediocrity
•Misses deadlines and deliverables
•Push all the burden of discipline to the leader
16. The FIVE DYSFUNCTIONS of a TEAM
by PATRICK LENCIONI
Teams that are committed…
• Ensure that poor performers feel pressure to improve
• Identify quickly problem by questioning one’s approach without
hesitation
•Establish respect among the team who are held to the same
standard
•Avoid excessive bureaucracy around performance management
and corrective action
17. The FIVE DYSFUNCTIONS of a TEAM
by PATRICK LENCIONI
Overcoming Avoidance of Accountability…
• Publication of goals and standards: no one can ignore them and
we know who is responsible for what
• Progress review simple and regular: team member should
comment on their peer performance against objectives and
standards
• Reward team instead of individuals
• Do not relegate accountability to consensus approach: shared
team responsibility with individual responsibility
18. The FIVE DYSFUNCTIONS of a TEAM
by PATRICK LENCIONI
Inattention
to Results
Avoidance of
Accountability
Lack of Commitment
Fear of Conflict
Absence of Trust
Notas do Editor
Tools that are useful to overcome the trust dysfunction? Cascading messaging : we know what we agreed upon, we do communicate on it, if it is not confidential Personal Histories Exercise is a low risk exercise requires nothing more then going around the table during a meeting and having team members answer a short list of questions about themselves Team Effective Exercise requires team members to identify the single important contribution that each of their peers makes on the team The purpose of Personality and Behavioral Presence Profile is to provide practical and scientifically valid behavioral descriptions of various team members To make the 360-degree program work, is divorcing it entirely from compensation and formal performance evaluation The leader must create an environment that does not punish vulnerability. Display of vulnerability on a part of team leader must be genuine.
Teams without commitment Live in ambiguity regarding directions and priorities Spend too much time in analysis Have limited confidence and are fearing of failures Discuss and review decisions for ever Are not clear on what was decided
