Five Dysfunctions of a Team

A model of team effectiveness, by Patrick Lencioni, which builds on each stage so that ultimately a results-oriented team is produced. He proposed that there were five stages of dysfunction impacting on producing an effective, high performing, team:
1. Lack of trust. Avoiding a blame culture can help reduce the fear of being vulnerable form other team members. Learning from mistakes in a collaborative way can encourage trust within a team. This is the foundation stage required to achieve ultimate success.
2. Fear of conflict. Being open, transparent and respectful of others will help to reduce the potential for conflict.
3. Lack of commitment. Ambiguity in outcomes will limit the commitment of others. Clarity in outcomes and individual roles will help to engage team members more positively.
4. Avoidance of accountability. This can relate to fear, or avoidance, of conflict, in that individuals do not wish to upset other members thereby accountability for outcomes become ambiguous. Providing encouragement and training will help to develop a more accountable environment for all.
5. Inattention to results. Being focused on individual aims and expectations, rather than that of the team reduces the extent of success that can be achieved by a complete team effort. This is the last stage which needs to be managed so that the focus of the team is on team outcomes and how each individual contributes to the whole.