4Dysfunction #1 Absence of Trust Members of Teams with an absence of trust…Conceal their weaknesses and mistakes from one anotherHesitate to ask for help or provide constructive feedbackHesitate to offer help outside their own areas of responsibilityJump to conclusions about the intentions and aptitudes of others without attempting to clarify themFail to recognize and tap into one another’s skills and experiencesWaste time and energy managing their behaviors for effectHold grudgesDread meetings and find reasons to avoid spending time together
5Members of Trusting teams… Admit weaknesses and mistakesAsk for helpAccept questions and input about their areas of responsibilityGive one another the benefit of the doubt before arriving at a negative conclusionTake risks in offering feedback and assistanceAppreciate and tap into one another’s skills and experiencesFocus time and energy on important issues, not politicsOffer and accept apologies without hesitationLook forward to meetings and opportunities to work as a group
6Dysfunction #2 Fear of Conflict Teams that fear conflict…Have boring meetingsCreate environments where back-channel politics and personal attacks thriveIgnore controversial topics that are critical to team successFail to tap into all the opinions and perspectives of team membersWaste time and energy with posturing and interpersonal risk management
7Teams that engage in conflict… Have lively, interesting meetingsExtract and exploit the ideas of all team membersSolve real problems quicklyMinimize politicsPut critical topics on the table for discussion
8Dysfunction #3 Lack of Commitment A team that fails to commit…Creates ambiguity among the team about direction and prioritiesWatches windows of opportunity close due to excessive analysis and unnecessary delayBreeds lack of confidence and fear of failureRevisits discussions and decisions again and againEncourages second-guessing among team members
9A team that commits… Creates clarity around direction and priorities Aligns the entire team around common objectivesDevelops an ability to learn from mistakesTakes advantage of opportunities before competitors doMoves forward without hesitationChanges direction without hesitation or guilt
10Dysfunction #4 Avoidance of Accountability A team that avoids accountability…Creates resentment among team members who have different standards of performanceEncourages mediocrityMisses deadlines and key deliverablesPlaces an undue burden on the team leader as the sole source of discipline
11A team that holds one another accountable… Ensures that poor performers feel pressure to improveIdentifies potential problems quickly by questioning one another’s approaches without hesitationEstablishes respect among team members who are held to the same high standardsAvoids excessive bureaucracy around performance management and corrective action
12Dysfunction #5 Inattention to Results A team that is not focused on results…Stagnates/fails to growRarely defeats competitorsLoses achievement-oriented employeesEncourages team members to focus on their own careers and individual goalsIs easily distracted
13A team that focuses on collective results… Retains achievement-oriented employeesMinimizes individualistic behaviorEnjoys success and suffers failure acutelyBenefits from individuals who subjugate their own goals/interests for the good of the teamAvoids distractions
14Suggestions for Overcoming the 5 Dysfunctions Dysfunction #1: Absence of TrustPersonal Histories ExerciseTeam Effectiveness ExercisePersonality and Behavioral Preference ProfilesMyers Briggs Type Indicator (MBTI)Experiential Team ExercisesRopes Courses, etc.
15Dysfunction #2: Fear of Conflict Acknowledge that Conflict is productiveMiningAssign a “miner of conflict”Real time permissionAwareness of conflict, and reminding those who have reached the “uncomfortable” phase of a disagreement that what is happening is necessary.
16#3: Lack of Commitment Cascading Messaging Deadlines Review of decisions at conclusion of meetings and agree on what the next steps are to be.DeadlinesClear deadlines for when decisions will be made or projects completed. Removal of ambiguity.Contingency and Worst Case Scenario AnalysisKnow how you’ll react to changes. Talk about ‘worst- case’ scenarios ahead of time.Low Risk Exposure TherapyPractice decisive decision making in “low risk” situations.
17Dysfunction #4: Avoidance of Accountability Publication of Goals and StandardsRemove ambiguity by publishing goals and standardsSimple and Regular Progress ReviewsTeam members should regularly communicate with one another with verbal and written feedback.Team RewardsFocus on a team concept. Remove individualism.
18Dysfunction #5: Inattention to Results Public Declaration of ResultsTeams willing to commit publicly are more likely to work passionately toward accomplishing goals.“We’ll try” or “We’ll do our best” is a set up for failure.Results Based RewardsTie rewards (i.e., compensation) to results
19Reality:The reality of this is that teamwork ultimately comes down to practicing these principles over a long period of time. Success is not a matter of mastering subtle, sophisticated theory, but embracing common sense with uncommon levels of discipline and persistence. Teams that are successful succeed because they are exceedingly human. They acknowledge the imperfections of being human. Members of functional teams overcome the natural tendencies that make trust, conflict, commitment and accountability and a focus on results so elusive.
20“Gettin' good players is easy “Gettin' good players is easy. Gettin' 'em to play together is the hard part.”-Casey Stengel