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5 DYSFUNCTIONS OF A TEAM


12 JUN 5 DYSFUNCTIONS OF A TEAM

Posted at 10:39h in High Performance Teams, Leadership Development by Sinead
Collins


> “IF YOU GET ALL THE PEOPLE IN AN ORGANISATION ROWING IN THE SAME DIRECTION,
> YOU COULD DOMINATE ANY INDUSTRY, IN ANY MARKET, AGAINST ANY COMPETITION, AT
> ANY TIME.”

Patrick Lencioni, The Five Dysfunctions of a Team

 

Let’s get real about teamwork – while some teams thrive, others falter, and
leadership is pivotal in determining their fate. Patrick Lencioni highlights
five common pitfalls that teams may encounter, which, left unaddressed, can lead
to a dysfunctional team:

 

Trust: This underpins everything else. Without trust, team members hesitate to
be vulnerable, share information, or seek help from one another. Consequently,
the absence of trust breeds scepticism, stifles creativity, and undermines the
cohesive fabric of the team.

Fear of Conflict: When conflict goes unaddressed it leads to unresolved issues
and simmering tensions. Avoiding challenging conversations can lead to a lack of
accountability and commitment to shared goals.

Lack of Commitment: Without a shared sense of purpose and commitment to shared
goals, teams flounder in indecision and mediocrity. Individuals may prioritise
their own interests over contributing to the team’s collective success.

Avoidance of Accountability: Without accountability, there’s a void of ownership
and commitment, resulting in a culture of finger-pointing and excuses. This
stifles teamwork and collaboration, hampering the team’s ability to work
effectively.

Inattention to Results: Trust issues lead to fear of conflict, which fosters
lack of commitment and eventually avoidance of accountability. Each dysfunction
compounds the previous one, resulting in a team that is incapable of achieving
results. Such a team may be complacent or disengaged, lacking the motivation to
take necessary actions to deliver the bottom line.

 

So how do you build a high-performing team? Leaders need to understand how to
flip the dysfunctional to functional. To cultivate a high-performance team,
there must be a culture of trust, healthy conflict, commitment, accountability
and attention to results.

 

Sounds challenging? Check out our 5 articles below that delve into the five
functions of high-performing teams and how leaders can leverage this knowledge
to start transforming their teams today.

 

 1. Building a Culture of Trust: Explore the Trust Equation to develop mutual
    respect, transparency and collaboration, laying the groundwork for a
    cohesive and supportive team environment.
 2. Encouraging Healthy Conflict: Learn about the SCARF model can be used to
    encourage teams to embrace differing perspectives, facilitate constructive
    discussions and transform conflicts into opportunities for growth and
    innovation.
 3. Cultivating Commitment: Discover how Inclusive Leadership can inspire a
    shared sense of purpose and create a commitment culture.
 4. Promoting Accountability: Familiarise yourself with the Accountability
    Ladder for establishing clear expectations to create a culture of
    responsibility and ownership.
 5. Unlocking Results: Explore the Performance Formula tool, designed to coach
    your team towards a results-oriented mindset, ensuring ownership of their
    performance.

 

Ready to achieve remarkable results with your team? Contact us today to discover
how our expert guidance can empower your organisation. With our Elevate
Programme, specifically designed for middle management, unlock the full
potential of your team and lead with confidence and innovation.

 

References

 * Lencioni, P. M. (2002). The five dysfunctions of a team. Jossey-Bass.

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SINEAD COLLINS

SineadQuinn@omtglobal.com

Sinead joined OMT in 2011 and is a Design and Marketing Executive. She
specialises in managing key marketing activity. She creates and designs
compelling marketing campaigns that speak directly to our customers. Sinead
works closely right across the organisation to help develop the business.



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