The Lencioni Model

Patrick Lencioni’s book The Five Dysfunctions of a Team presents a team effectiveness model that differs slightly from other models: Instead of focusing on the elements your team should have, this one focuses on the things it shouldn’t have.

This model suggests that knowing your team’s dysfunctions can help you establish an effective team, as you know what to expect and how to manage it effectively.

The five dysfunctions are:

  1. “Absence of Trust”: If team members can’t be vulnerable with one another, it may prevent trust from being built within the team.
  2. “Fear of Conflict”: Pretending to get along for the sake of artificial harmony can stop potential conflict that can actually result in productive ideas.
  3. “Lack of Commitment”: If team members aren’t dedicated, then it will hinder decision making and the meeting of deadlines.
  4. “Avoidance of Accountability”: People need to get over any discomfort and hold each other accountable.
  5. “Inattention to Results”: If team members prioritize personal goals over common success, then details on how to improve will be overlooked.

Best suited for: People who want to acquire knowledge of factors that could potentially cause a team’s demise, but also know how to manage them should they ever face it.

Conquering the Five Dysfunctions of a Team

Image via HR Success 

When individuals work together, they can produce better output for the organization. Everyone on the team needs to be able to communicate, cooperate, and collaborate in order to innovate and get the best possible results.

Team effectiveness is essential to accomplish the team’s goals, and the best way to achieve this is to understand the individuals within your team and how best to work with them so that team members and leaders are on the right path towards success.

Which team effectiveness model best suits your team?

Source:  Lencioni, Patrick. The Five Dysfunctions of a Team: A Leadership Fable. Ed. 1, Jossey-Bass, 2002. ISBN 0-7879-6075-6.

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