Commitment Termites (Article 3 of 5)
WorldsView Academy
Developing strategy, leaders and teams, Supporting organisational design and development.
The ants that eat away team effectiveness: Overcoming lack of commitment
Have you been in a team where decisions are made but never fully supported by everyone? Meetings end with unclear next steps, and team members seem disengaged or hesitant to take responsibility. That's what a lack of commitment may look like, and many teams experience this, which negatively affects progress and performance.
In our exploration of Patrick Lencioni’s five dysfunctions of a team, we began with the foundational aspects of trust and the importance of healthy conflict. With trust established and healthy conflict embraced, teams are better equipped to address the next critical dysfunction: lack of commitment. In this article, we will examine how a lack of commitment can hinder team progress and explore some strategies to foster commitment within teams.
Why Commitment is Important
Commitment is defined as "the state or quality of being dedicated to a cause, activity, etc." (Oxford University Press, 2024). In a team context, it means that all members are fully on board with the decisions made and are dedicated to achieving the team's goals. It is not just about agreement but about alignment, unity, and the willingness to take appropriate action. Often, people will nod during meetings, but their actions thereafter will show the opposite. Lencioni emphasizes that commitment involves clarity and buy-in. When team members are clear about the goals and how to achieve them, and when they feel their opinions have been heard and considered, when the arguments have been argued and all points of view thoroughly dealt with then they are more likely to commit to the team's decisions. This happens when robust debates are embraced, and all aspects are explored.
A lack of commitment commonly stems from ambiguity and a lack of input. When decisions are unclear or team members do not feel their voices are heard, they are less likely to buy into the outcomes, resulting in half-hearted efforts and a lack of enthusiasm. If a team member has reservations about the decision but cannot or will not voice their doubts, then they are less likely to take appropriate action. This issue is compounded if the team has not overcome the second dysfunction, fear of conflict.
Causes and Consequences of Lack of Commitment
Ambiguity is a significant factor in the lack of commitment. When goals and expectations are not clearly defined, team members may feel uncertain about their roles and responsibilities. For example, a team may be instructed to change their process for handling customer feedback but may not understand why this change is necessary, how it will affect their day-to-day activities, or whether there are better solutions. This creates uncertainty that can lead to hesitation and procrastination, as team members are unsure of what is expected of them. When this happens, you often hear leaders talking about struggling with resistance, but that's just a symptom of an underlying issue: ambiguity or lack of transparency and clarity.
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Unheard doubts are another significant factor. The point of having a team is to harvest the diversity of skills and experience in the team. When doubts are discouraged or badly handled in the meeting, then execution after the meeting is compromised. These missed opportunities to model and embrace healthy conflict and diverse perspectives result in team members feeling like their opinions and ideas are not valued or considered in the decision-making process. Without a sense of ownership, there is no commitment to decisions. This can create disconnection and disengagement, which ultimately undermines the team's effectiveness. Nothing gets done if people are not passionate enough or motivated to put their best foot forward, for a “good cause” or at least one they understand.
This will be evident in delayed project completions, inconsistent performance, and a lack of accountability. Some team members may prioritise their individual agendas over the team's goals, leading to division and poor performance.
What Can Leaders do
Essentially, overcoming the lack of commitment is crucial for building cohesive and high-performing teams. By ensuring clarity, modelling commitment, and fostering a learning culture, leaders can build teams where commitment thrives. As we move forward to the next dysfunction – avoidance of accountability – we will explore strategies to ensure that team members hold each other accountable, further strengthening the foundation of healthy, effective ?teams that achieve collective goals.
Stay tuned for our next article!
Written by: Mbali Masinga
Facilitating change. Developing strategy, leadership and teams.
4 个月Thanks Mbali Masinga - I love the paradox and the way you explored how intelligent teams might fail to deliver. Maybe there is some transition from “clever team” to “intelligent high performance”?