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Team building is critical for every business. A one-man show can never be as effective as a team. It is not easy to have that mix, however, and challenges prevent a proper team from being built. This is where one can learn so much from Patrick Lencioni’s book “The 5 Dysfunctions of a Team.” The book speaks of five pitfalls that businesses should avoid in team building, and we have discussed these five dysfunctions below.
Dysfunction #1: Lack of Trust
Patrick Lencioni points out lack of trust as the first dysfunction. Trust is the fundamental pillar for every team because that creates many issues. People are afraid to place faith in others, or there are insecurities that may hinder performance. This is why there should be ways for team members to connect personally and build solid relationships. Those can be achieved by organizing team-building activities, social meetups, and just having casual sit-downs.
Dysfunction #2: Conflict Aversion
Conflict aversion counts as the second dysfunction. Many teams avoid confrontation because that could put them further apart. Lencioni feels that conflict is paramount for impactful teamwork. Team members would choose to offer opinions and ideas when the debate and discussion are constructive. With proper ground rules in place, such discussions can become fruitful and allow every member to speak from the heart.
Dysfunction #3: Lack of commitment
Dedication is fundamental for commitment. Team members do not always take a stand or sometimes do not see a project through and through. This means one should create a way for every team member to contribute to the project, and the decision-making process is understood by everyone in the team. This cultivates commitment and accountability because everyone feels responsible for playing their part.
Dysfunction #4: Failure to Accept Responsibility
This is a common problem among teams where they do not hold themselves accountable. Failure to accept responsibility means that the burden of proof belongs to no one. There should be proper accountability processes where people should accept responsibility for their actions. Motivation and progress monitoring are the ways to go.
Dysfunction #5: Failure to Pay Attention to Outcomes
Paying attention to outcomes is essential, and not doing so means performance takes a hit. This is when the leader or manager puts personal goals ahead of the team’s, and that creates problems. There should be set objectives with periodic monitoring, ensuring those goals are met. Similarly, those team members should be recognized for achieving set goals and rewarded as such.Team building is a fundamental period. An ineffective team means results do not show, and if they do, they are subpar. These are five hindrances, and if teams avoid them, success is not far. Read the book to learn more and implement them in your team setups.