Have you ever seen a team of ants working together to move a huge leaf? That’s the power of a well-functioning team—aligned, motivated, and unstoppable. But what happens when a team, despite having all the right people, still struggles to achieve its goals?
Patrick Lencioni’s book, The Five Dysfunctions of a Team, offers insight into this problem. As the saying goes, "A chain is only as strong as its weakest link." Understanding these pitfalls helps us avoid them. Let’s explore these dysfunctions and how to overcome them:
- Absence of Trust: Trust is the foundation of any high-performing team. Without it, people hold back, afraid to be vulnerable or admit mistakes. Take the 1992 U.S. Men’s Olympic Basketball Team, the "Dream Team." Despite being composed of the best players in the world, they struggled initially due to mistrust. It wasn’t until they opened up and shared personal stories that they began playing as a cohesive unit. Leaders can build trust by encouraging openness and admitting mistakes, setting the tone for others to follow.
- Fear of Conflict: Avoiding conflict leads to artificial harmony, where underlying issues are ignored. When teams fear conflict, communication breaks down, and productivity suffers. Leaders must foster an environment where healthy debate is encouraged as a necessary part of problem-solving, ensuring that the best ideas emerge through respectful disagreement.
- Lack of Commitment: Clear commitment is crucial. Without it, teams become directionless. For example, during the Apollo 13 mission, NASA’s team faced a life-threatening crisis. The team’s unwavering commitment to their goal—bringing the astronauts home safely—was key to their success. Leaders must ensure that everyone feels heard and aligned with the team’s objectives, even if the final decision doesn’t reflect every individual opinion.
- Avoidance of Accountability: Holding each other accountable is essential but often difficult. Peer accountability ensures high standards. Leaders should set clear expectations and create a culture where performance feedback is freely given and received.
- Inattention to Results: A team’s focus should always be on collective results, not individual achievements. Too often, companies fail because teams prioritise personal or departmental success over the organisation’s goals. Leaders can combat this by clearly communicating team goals, celebrating collective achievements, and aligning rewards with team performance.
By addressing these dysfunctions, teams can become more productive, innovative, and fulfilling for everyone involved. Let’s build teams where trust, collaboration, and accountability thrive. When a team works well together, there’s no limit to what it can achieve.
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