Leadership

Leadership - 5 dysfunctions of a team: PowerPoint Template

Introduction and Workshop template to Patrick Lencioni's 5 dysfunctions of a team

StrategyPunk.com - Patrick Lencioni's 5 dysfunctions of a team

Introduction and Workshop template to Patrick Lencioni's 5 dysfunctions of a team

5 dysfunctions of a team pyramid

Patrick Lencioni 5 dysfunctions of a team: PowerPoint Template [free download]

Lencioni's 5 dysfunctions of a team outlines the causes of team dysfunctionality and what to be done to overcome each cause. It is a well-known model by Patrick Lencioni that many leaders refer to a lot. The most effective way as a leader to tackle all 5 dysfunctions of a team is to lead by example and be a positive role model - each and every day.

The slide deck consists of 6 PowerPoint Slides - 1 slide with the introduction of the model and 5 additional workshop slides on each dysfunction. The workshop templates are designed to have a open and honest conversation with your team on possible short commings and to address each of the dysfunctions most teams struggle with.

As we have all worked in good but also many times not so good teams, it is each team members choice to each day help to build an environment you want to work in. The template helps you find a path to a well-functioning and successful team.

What are the 5 dysfunctions of a team?

The five dysfunctions of a team, as identified by Patrick Lencioni in his 2002 published book "The Five Dysfunctions of a Team", are:

Inattention to results: the team is more focused on personal success and status than the team's success as a whole.
Avoidance of accountability: team members are not held responsible for their actions and do not hold each other accountable for their commitments.
Lack of commitment: team members are not fully invested in the team's decisions, leading to confusion and a lack of follow-through on action items.
Fear of conflict: team members do not feel safe expressing their opinions and ideas, leading to a lack of healthy debate and decision-making.
Absence each team member's choice to help build an environment you want to work in each dayach other to have the best intentions.

These dysfunctions can lead to a toxic team culture and ultimately hinder the team's ability to achieve its goals.

How do you fix the 5 dysfunctions of a team?

Here are the main steps that can be taken to address the five dysfunctions of a team:

Inattention to results: Focus on the team's collective goals and success, rather than individual status or recognition. Encourage team members to collaborate and support each other in achieving the team's goals.
Avoidance of accountability: Establish clear roles and responsibilities, and hold team members accountable for their actions and commitments. Encourage team members to provide constructive feedback to each other in a respectful manner.
Lack of commitment: Clearly communicate the team's goals and objectives, and ensure that team members are aligned on the plan to achieve them. Encourage team members to commit to decisions and action items, and hold each other accountable for following through.
Fear of conflict: Encourage healthy debate and open communication by creating a safe space for team members to share their opinions and ideas. Use conflict as an opportunity for growth and learning, rather than avoiding it.
Absence of trust: Foster an open and transparent team culture where team members feel safe to be vulnerable with each other. Encourage team members to share their thoughts and feelings, and actively listen to each other without judgment.

It's important to note that addressing these dysfunctions is a process, and it may take time and effort to see lasting change. It may also be helpful to seek guidance from a team coach or mentor to help facilitate this process.

5 dysfunctions of a team assessment

There are several assessment tools that can be used to measure the five dysfunctions of a team. One such tool is the Five Dysfunctions of a Team Assessment, which is based on Patrick Lencioni's model and designed to help teams identify their strengths and areas for improvement. The assessment consists of a series of questions that team members answer individually, and then the results are compiled and discussed as a team.

The assessment measures the following five dimensions:

Inattention to results: the team's focus is on collective success and achieving results.
Avoidance of accountability: the level of individual and collective accountability within the team
Lack of commitment: the extent to which team members are aligned on goals and decisions
Fean on conflict: the level of healthy debate and disagreement among team members
Absence of trust: the degree to which team members feel comfortable being vulnerable and open with one another

The assessment can be used to identify areas where the team is performing well and areas where it can improve. It can also be used as a starting point for team development activities and discussions to address any identified dysfunctions.

Deep Dives on Lencioni's Five Dysfunctions of a Team

We recently posted deep dives to delve deeper into Lencioni's Five Dysfunctions of a Team which adds a unique perspective to the framework:

Trust in Virtual Teams: Building Transparency in a Digital Age

Overcoming Fear of Conflict: Constructive Disagreements and Team Dynamics

Exploring the Paradox of Choice: How Clear Goals Lead to Team Commitment

Empowering Teams: The Power of Peer-to-Peer Accountability

Team Success Beyond Metrics: Redefining Results in Today's Agile

5 dysfunctions of a team summary

There are five primary dysfunctions that teams commonly struggle with:

Inattention to results → focus on achieving collective results
Avoidance of accountability → hold each other accountable to deliver on plans
Lack of commitment → commit to action after having reached collective agreement on a goal
Fear of conflict → engange in an unfiltered conflict
Absence of trust → build trust, main building block of the pyramid as trust is the foundation of teamwork

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In summary, the characteristics of a cohesive and well-functioning team are trust, conflict, commitment, accountability and focus on results.

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