What if There is Only Dysfunction ?

If we define dysfunction simply as abnormal or unhealthy interpersonal behavior or interaction within a group and know that people are just plain messy, then it’s no wonder it’s so prevalent. It’s interesting to interact with organizations and learn the vast difference between a healthy organization and one with dysfunction. There is no doubt there is at least a hint of dysfunction in every organization, every family, and every entity that has two people involved.

What I’m referring to is that dysfunction has become the dominator. Patrick Lencioni’s book, “The Five Dysfunctions of a Team,” summarizes how this happens from a foundational level, moving up the pyramid.

1.????? Lack of Trust

2.????? Fear of Conflict

3.????? Lack of Commitment

4.????? Avoidance of Accountability

5.????? Inattention to Results

?Let's simply take just one example from each category. We can see how unhealthy this becomes quickly: dread meetings and avoid team members, do not confront tough issues or behaviors, revisit discussions again and again, poor performance is tolerated and creates an environment of resentment, finishing up with poor performance and results. Who wants to be submerged in that climate?

?We have two choices: we can change how we look at the situation or change the situation. On the one hand, we continue to work on influencing the circumstances for the better and feel we can make a difference, and if we don’t believe things will change, we must move on and break away.

If the future only holds continued dysfunction, consider a change.