Video 10: The Five Dysfunctions of a Team

10. The Five Dysfunctions of a Team

To ask Antony more about the Five Dysfunctions model and how it can help you and your team please contact him by email: antonyshave@protonmail.com

Or visit his website: https://www.antonyshave.com

Download Worksheets here:

https://s3-eu-west-1.amazonaws.com/highperformancehub/LPL-VideoScripts-ActivityGuides-Oct2016.pdf

This video describes the five dysfunctions of a team model by Patrick Lencioni. All teams will exhibit some of these dysfunctions at times. You need to be able to recognize it so you can do things to help your team to minimize these behaviours.

Hello there.

In this video you will learn about a very useful model that will help you build your own high-performance team.

If you’ve ever been a part of a team that’s quite dysfunctional and wanted to know how to improve the team’s performance then you’ll find this very helpful.

The model is called the Five Dysfunctions of a Team and it was created by Patrick Lencioni.

I’ve been using this model for many years with the management teams that I’ve worked with.

The model describes the main reasons why teams can become dysfunctional and gives you very clear ways that you can turn that situation around and become a high-performance team.

So let’s get into the model now…

As you would expect from the name, there are five parts to it.

Starting at the bottom…the primary reason why teams are dysfunctional is an absence of trust. Very simply, the people on the team do not trust each other.

They don’t know each other very well and they’re not willing or able to be open with each other. They pretend that everything’s OK and they’re not prepared to show their vulnerability to each other.

So…in this model, when Lencioni is referring to trust he’s mainly talking about openness. People not being open with each other.

Now, trust is more than just openness though. It includes things like reliability, acceptance, authenticity, and the amount of focus there is on one’s self.

How trustworthy we are is dependent on how reliable we are, how accepting we are, how open we are, how authentic we are, and to what degree we are concerned with ourselves rather than the other person.

Each of those components of trust you can improve if you choose to.

OK, so that’s the first dysfunction - An absence of trust. When there are low levels of trust amongst the team members, it leads to many other problems.

You will know that this dysfunction is not a problem for your team when:

People are being open with each other.
When they are doing what they said they would do.
When they’re accepting of each other’s differences.
When they’re being authentic.
And when they’re thinking more about each other than themselves.

OK, so let’s now look at the second dysfunction.

If trust is missing, then team members are unlikely to speak up and say exactly what they think and how they feel about things.
There’s a Fear of Conflict. They worry about what might happen if they speak up. So they don’t.

This means that meetings are boring. Everyone’s just nodding their heads. Going through the motions.
And it leads to Artificial Harmony. It looks like things are OK. But they’re not. There’s no disagreements. There’s no challenge.

You will know that this dysfunction is NOT a problem on your team when:

People are speaking up during meetings and saying what they think and how they feel about things.
And when there are good robust challenging discussions that lead to better decisions that people are committed to.
They probably don’t agree with the decisions that were made.
They don’t really know exactly what direction the team is moving in.
And they’re not committed to following up on actions that they’re meant to take. They go back to their work colleagues and complain.

So that’s the third dysfunction. A Lack of Commitment…and it leads to Ambiguity.
Because team members have not said what they think and how they feel about things during meetings.
And the team has not had good robust challenging discussions about issues.
Poor decisions get made, that people are not committed to.
There’s little follow up. There’s no alignment. And energy is wasted.
Team members don’t need to all agree on things to be committed. But they do need to have expressed themselves and been heard.

You’ll know that this third dysfunction is NOT a problem with your team when you can see that people are following up on decisions and taking actions that they committed to. There will also be clarity about direction.

Now if there’s an Absence of Trust, a Fear of Conflict, and a Lack of Commitment, then it’s not surprising to see the fourth dysfunction: an Absence of Accountability.
People are not holding themselves accountable for their own performance and behaviours. And they’re certainly not holding each other accountable for performance and behaviours.
In other words, there’ll be very little feedback happening.

Видео Video 10: The Five Dysfunctions of a Team канала Antony Shave