The Five Dysfunctions of a Team has become the world’s most definitive source on practical information for building teams. The model has proven effective for organizations of all sizes — from start-ups to mid-market businesses and also business schools, non-profit organizations, professional sports teams etc.
The Five Dysfunctions of a Team outlines the root causes of politics and dysfunction on the teams where you work, and the keys to overcoming them. Counter to conventional wisdom, the causes of dysfunction are both identifiable and curable. However, they don’t die easily. Making a team functional and cohesive requires levels of courage and discipline that many groups cannot seem to muster.
Dysfunction #1: Absence of Trust
The fear of being vulnerable with team members prevents the building of trust within the team.
Dysfunction #2: Fear of Conflict
The desire to preserve artificial harmony stifles the occurrence of productive ideological conflict.
Dysfunction #3: Lack of Commitment
The lack of clarity or buy-in prevents team members from making decisions they will stick to.
Dysfunction #4: Avoidance of Accountability
The need to avoid interpersonal discomfort prevents team members from holding one another accountable.
Dysfunction #5: Inattention to Results
The pursuit of individual goals and personal status erodes the focus on collective success.
The first and most important behavior is to build trust. Trust is all about vulnerability. Team members who trust one another can be comfortable being open, even exposed, to one another regarding their failures, weaknesses, and fears. Vulnerability-based trust is predicated on the simple and practical idea that people who are willing to admit the truth about themselves are not going to engage in the kind of political behavior that wastes everyone’s time and energy and, more important, makes it difficult to achieve real results.
Start this transformational path with your team and make it’s members to prosper together to achieve results!