Is your team dysfunctional?

Do you feel like your team may not be functioning at its full potential? Are there communication breakdowns and misunderstandings that are causing delays and frustration?

We all struggle to overcome team dysfunction, here’s some help. Do you feel like your team may not be functioning at its full potential? Are there communication breakdowns and misunderstandings that are causing delays and frustration? Today, we'll explore the signs of a dysfunctional team and provide tips on how to turn things around. By addressing these issues head-on, you can further strengthen your digital disruptive capability.

Five dysfunctions every team must overcome

The most popular model of “understanding” how teams function is Bruce Tuckman’s four-stage model. If you’re not familiar with it, I’m referring to Forming, Storming, Norming & Performing. More often that not, its used as an excuse for why a team is not functioning as expected. But in my experience, it’s a management escape route from taking accountability for the dysfunction. Enter Patrick Lencioni’s five dysfunctions that each team needs to overcome.

  1. Absence of trust: team members need to be open to each other.

  2. Fear of conflict: trust allows disagreement and questions.

  3. Lack of commitment: early conflict and opinion sharing allows for genuine buy-in later on.

  4. Avoidance of accountability: commitment allows teams to hold each other accountable for decisions and actions.

  5. Inattention to results: overcoming all of the above lets the team focus on the collective goal.

A prompt to help overcome team dysfunction

Act as a Team Development Expert. List 3 ways that I can behave as a manager that helps build trust in my team. Include solutions to help me be a better leader, consistently.

  1. Be transparent and honest in your communication. Share information openly and proactively, and be willing to admit mistakes or acknowledge when you don't have all the answers. This helps to create an environment of trust and openness.

  2. Encourage collaboration and teamwork. Foster an environment where team members feel comfortable sharing ideas and working together towards a common goal. This can help to build trust and encourage a sense of shared ownership and responsibility.

  3. Lead by example. Model the behavior that you want to see in your team, and hold yourself accountable for your own actions and decisions. This can help to build trust and respect among team members, and create a culture of accountability and responsibility.