Patrick Lencioni’s book,“The Five Dysfunctions of a Team”, presents a team effectiveness model that is slightly different to the others. 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 the dysfunctions of your team 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 their decision making and meeting 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.

Image via HR Success

When individuals work together, it can produce better output for the business. 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 attain growth and accomplish goals, and the best way to achieve this is to understand the individuals within your team and how to best work with them. The aforementioned models do their best to map this so that teams and leaders are on the right path towards success.

Which team effectiveness model best suits your team?