5 Surprising Truths on how to Improve Teamwork and Collaboration

Good teamwork feels great, and every day comes with excitement and opportunity. The team gets the results, which becomes an unforgettable moment for all. Look at the NBA's Golden State Warriors; all players, coaches and executives are humming along and getting results for many years.

Equally, lousy teamwork is a vivid experience. The results are poor, and the entire atmosphere is ugly.

"A lack of trust leads to an environment where people are reluctant to engage in open and honest dialogue, which in turn leads to a lack of commitment and poor performance." Patrick Lencioni.

But the hard truth is that great teamwork is rare. How many times have you been part of a great team? It takes the courage to have tough conversations to get to the source of good collaboration. That's why we devoted an entire Master Series to studying teamwork.

If you're ready to go deep on teamwork and confront teamwork's surprising and uncomfortable truths, then you need to study "The Five Dysfunctions of a Team" by Patrick Lencioni.

"The Five Dysfunctions of a Team" by Patrick Lencioni is a leadership fable that describes a framework for building and maintaining a functional team. The model identifies five common dysfunctions that can impede a team's performance: absence of trust, fear of conflict, lack of commitment, avoidance of accountability, and inattention to results.

The book provides a detailed and easy-to-understand explanation of these dysfunctions and the steps that address them. The model is a comprehensive and actionable framework that can help teams improve their performance, communication, trust and accountability.

5 Surprising Dysfunctions of a Team

The "Five Dysfunctions of a Team" is a model developed by Patrick Lencioni in his book "The Five Dysfunctions of a Team: A Leadership Fable." The model describes the following five dysfunctions that can impede the performance of a team:

1. Absence of Trust: Team members are unwilling to be vulnerable with one another, leading to a lack of trust and an inability to build strong relationships.
2. Fear of Conflict: Team members avoid having difficult conversations, leading to unresolved issues and a lack of constructive conflict.
3. Lack of Commitment: Team members are not fully committed to decisions, leading to confusion and lack of follow-through.
4. Avoidance of Accountability: Team members are not held accountable for their actions, leading to a lack of ownership and poor performance.
5. Inattention to Results: Team members prioritize their interests over the team's goals, leading to a lack of focus on collective success.

How to fix the 5 Dysfunctions of a Team

Here's a checklist that can help a team assess and address the "Five Dysfunctions of a Team" model:

Absence of Trust:

• Do team members feel comfortable sharing their thoughts and ideas openly with one another?
• Are team members willing to admit their mistakes and weaknesses?
• Are team members able to rely on one another to keep confidence?
• Are team members able to give and receive constructive feedback?

Fear of Conflict:

• Can team members have open, honest and respectful discussions about important issues and decisions?
• Are there any unresolved issues or conflicts within the team?
• Are team members able to disagree without it becoming personal?
• Are team members able to express their opinions and ideas freely?

Lack of Commitment:

• Are team members fully committed to decisions and actions?
• Are team members clear about their roles and responsibilities?
• Are team members willing to put their goals ahead of their interests?

Avoidance of Accountability:

• Are team members held accountable for their actions and decisions?
• Are there any individuals who are not pulling their weight on the team?
• Are team members willing to call out one another when necessary?
• Are team members ready to take ownership of their mistakes?

Inattention to Results:

• Are team members focused on achieving collective results?
• Are team members putting the team's goals ahead of their interests?
• Are team members willing to make sacrifices for the team?
• Are team members able to hold one another accountable for the results?

This checklist is not exhaustive, but it can provide a starting point for teams to assess and address the dysfunctions identified by the Five Dysfunctions of a Team model. It's important to note that addressing these dysfunctions requires consistent effort from the team and the leader, and it's not a one-time process.

"Accountability is not about blaming or punishing others; it is about creating an environment where people are committed to achieving collective results, and where they willingly hold one another accountable for their actions and decisions." Patrick Lencioni.

Examples from "Five Dysfunctions of a Team"

Here are several examples and case studies of the "Five Dysfunctions of a Team" model used in the book and other materials. Some examples include:

1. The fictional case study of a struggling technology company in the book "The Five Dysfunctions of a Team" illustrates the various dysfunctions that the team experiences and how they can overcome them through the leadership of the new CEO.
2. A real-life case study of a healthcare organization experiencing low morale and high turnover rates among staff. By implementing the principles of the "Five Dysfunctions of a Team" model, the organization improved communication, trust, and accountability among team members, resulting in improved patient care and increased staff satisfaction.
3. A case study of a sports team struggling to succeed on the field. By addressing the dysfunctions of the absence of trust, fear of conflict, lack of commitment, avoidance of accountability, and inattention to results, the team was able to improve its performance and ultimately win the championship.

These are examples of how the model can be applied in different settings, but the "Five Dysfunctions of a Team" can be used in any organization or team regardless of the industry or field.

"The ability to build and maintain healthy conflict is the foundation of a functional team because it is only through such conflict that the best ideas surface and the team can commit to a clear direction." Patrick Lencioni.