In his seminal book The Five Dysfunctions of a Team, Patrick Lencioni outlines five critical issues that prevent teams from reaching their full potential. Executive Agenda has explored each dysfunction in depth, providing practical insights for leaders and team members alike. Here’s a summary of these core dysfunctions — and how to overcome them.
1. Absence of Trust
Trust is the foundation of any successful team. Without it, members withhold vulnerability, avoid asking for help, and hesitate to admit mistakes. This dynamic worsens under pressure — as seen during recent global disruptions — when leaders are often perceived as less credible or empathetic.
Solution: Build trust through human-centered leadership. Leaders must communicate transparently, lead with empathy, and create spaces for psychological safety. It’s not just about team-building activities — it’s about showing up with honesty and vulnerability every day.
2. Fear of Conflict
When trust is lacking, healthy debate disappears. Teams fall into artificial harmony, where critical discussions are avoided in the name of politeness or comfort.
Solution: Embrace conflict as a catalyst for growth. Conflict, when rooted in respect, fuels innovation. It allows diverse perspectives to surface and decisions to be challenged in constructive ways — especially important in inclusive teams.
3. Lack of Commitment
Avoiding conflict often leads to unclear decisions. When people don’t feel heard, they don’t fully commit. This ambiguity causes hesitation, second-guessing, and slow execution.
Solution: Drive clarity and buy-in. Leaders must ensure that everyone understands the “why” behind decisions — even if consensus isn’t always possible. Visualize commitments, align on next steps, and clarify ownership.
4. Avoidance of Accountability
Without strong commitment, accountability falters. Team members hesitate to call out underperformance or missed deadlines. This creates resentment and inconsistent results.
Solution: Foster peer-to-peer accountability. Teams must co-create goals and hold one another responsible, not just defer to the manager. Celebrate progress — but address slippage early and directly.
5. Inattention to Results
The final dysfunction arises when team members prioritize personal status or departmental success over collective outcomes. Without a shared focus, the team loses direction — and impact.
Solution: Keep the team goal at the center. Create scoreboards, set shared KPIs, and reward team achievements. The best teams succeed together — not as a sum of individual wins.
Final Thoughts
Each of these five dysfunctions feeds the next. But the good news? With the right awareness and leadership approach, teams can reverse the cycle — starting with trust and ending in high performance.
To go deeper, explore The Five Dysfunctions of a Team by Patrick Lencioni — a must-read for any leader serious about building cohesive, resilient teams.
