from Patrick Lencioni's book:
Dysfunction One – Absence of Trust. When team members do not trust one another, they are unwilling to be vulnerable within the team. It is impossible for a team to build a foundation for trust when team members are not genuinely open about their mistakes and weaknesses.
Dysfunction Two – Fear of Conflict. Failure to build trust sets the stage for the second
dysfunction. Teams without trust are unable to engage in passionate debate about ideas.
Instead, they are guarded in their comments and resort to discussions that mask their
true feelings.
Dysfunction Three – Lack of Commitment. Teams that do not engage in healthy conflict will
suffer from the third dysfunction. Because they do not openly surface their true opinions or
engage in open debate, team members will rarely commit to team decisions, though they
may feign agreement in order to avoid controversy or conflict.
Dysfunction Four – Avoidance of Accountability. A lack of commitment creates an atmosphere where team members do not hold one another accountable. Because there is no commitment to a clear action plan, team members hesitate to hold one another accountable on actions and behaviors that are contrary to the good of the team.
Dysfunction Five – Inattention to Results. The lack of accountability makes it possible for
people to put their own needs above the team’s goals. Team members will focus on their own career goals or recognition for their departments to the detriment of the team.
A weakness in any one area can cause teamwork to deteriorate. The model is easy to
understand, and yet can be difficult to practice because it requires high levels of discipline
and persistence.
Dysfunction One – Absence of Trust. When team members do not trust one another, they are unwilling to be vulnerable within the team. It is impossible for a team to build a foundation for trust when team members are not genuinely open about their mistakes and weaknesses.
Dysfunction Two – Fear of Conflict. Failure to build trust sets the stage for the second
dysfunction. Teams without trust are unable to engage in passionate debate about ideas.
Instead, they are guarded in their comments and resort to discussions that mask their
true feelings.
Dysfunction Three – Lack of Commitment. Teams that do not engage in healthy conflict will
suffer from the third dysfunction. Because they do not openly surface their true opinions or
engage in open debate, team members will rarely commit to team decisions, though they
may feign agreement in order to avoid controversy or conflict.
Dysfunction Four – Avoidance of Accountability. A lack of commitment creates an atmosphere where team members do not hold one another accountable. Because there is no commitment to a clear action plan, team members hesitate to hold one another accountable on actions and behaviors that are contrary to the good of the team.
Dysfunction Five – Inattention to Results. The lack of accountability makes it possible for
people to put their own needs above the team’s goals. Team members will focus on their own career goals or recognition for their departments to the detriment of the team.
A weakness in any one area can cause teamwork to deteriorate. The model is easy to
understand, and yet can be difficult to practice because it requires high levels of discipline
and persistence.