The Five Dysfunctions of a Team

According to Lencioni, trust is the foundation of a successful team.

In his book, "The Five Dysfunctions of a Team," [1] Patrick Lencioni reveals the main obstacles that get in the way of good teamwork.

Let's explore each one – and unearth tips for teams to navigate a clear path.

1. Lack of trust.

For Lencioni, trust is the foundation of a successful team. If people worry about making mistakes, they don't put forward new ideas, and the group suffers. To help your team open up, try asking for help. By being honest about your limitations, you'll show them it's okay to be vulnerable. Better yet, the group will see they can achieve more by supporting each other.

2. Fear of conflict.

Once your team starts to trust each other, they may still hold back for fear of conflict. For Lencioni, voicing opinions is crucial to making difficult decisions, generating ideas, and breaking new ground. To encourage positive debate, make someone in your team the "miner" at your next meeting. Then let them bring buried issues to light for the group to resolve together.

3. Low commitment.

If team members feel like their opinions aren't heard, they're less likely to commit to an idea. That's why it's vital to give everyone the chance to speak their mind – even if you end up agreeing to disagree. To hear people out, set time aside at meetings, invite individuals to present, and send round anonymous questionnaires. After you clarify the outcomes, set deadlines for team members to step up to.

4. No accountability.

Even when your group starts to share ideas, they may avoid difficult conversations about a team member's work performance. Left unchecked, resentment can build if low standards continue. To counter this, Lencioni suggests openly sharing your group's targets. By explaining what steps they'll take to meet goals, team members will be more willing to hold themselves – and others – accountable.

5. Inattention to results.

Ego. Career plans. Desire for recognition. They can all motivate individuals to put their own needs above those of the team. To focus on collective goals, try sharing results in a team setting. Do that and you can work through any shortcomings – and be better placed to secure success.

Once your team trusts each other enough to open up, they can engage in constructive conflict. By putting forward their own ideas, they'll feel committed to the cause – and hold each other accountable.

Read the article that accompanies this video to learn more about Lencioni's Five Dysfunctions of a Team.