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Getty Images Leader’s Bookshelf

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by Patrick Lencioni

According to Patrick Lencioni, author of The Five 4. Avoidance of Accountability. Members of effective
Dysfunctions of a Team, building an effective team requires teams also hold one another accountable. They don’t
behaviors that are remarkably simple yet extremely difficult rely on the leader or other managers as the primary
to put into practice day after day. “For all the attention that source of accountability. Team leaders and followers
it has received over the years . . . teamwork is as elusive are mutually accountable to one another for outcomes.
as it has ever been within most organizations,” Lencioni 5. Inattention to Results. In an effective team, individual
writes. “The fact remains that teams, because they are members set aside their own needs and agendas to
made up of imperfect human beings, are inherently dys- focus on what is best for the team. Collective results,
functional.” To accomplish results, Lencioni argues that not individual performance or status, defines success.
teams must overcome five specific dysfunctions.
A ROADMAP FOR OVERCOMING THE
THE FIVE DYSFUNCTIONS DYSFUNCTIONS
Lencioni says leaders can enable team members to Lencioni begins his exploration of teamwork with a story
embody the behaviors described below to help them sur- about a leader in a realistic but fictional organization,
mount each of the dysfunctions. which allows readers to lose themselves in interesting
characters and situations. He then outlines the five dys-
1. Absence of Trust. Members of great teams trust one
functions in detail, concluding with a self-assessment
another on a deep emotional level and are comfortable
and some suggested tools for overcoming teamwork
being vulnerable with one another. People feel free to
problems. Taken together, these elements of The Five
openly share their hopes, fears, mistakes, and ideas.
Dysfunctions of a Team provide an interesting and effec-
2. Fear of Conflict. Trust enables people to engage in
tive guide for leaders attempting to build effective teams
passionate dialogue about issues and decisions. Team
in today’s real world of pressures, deadlines and distrac-
members don’t hesitate to disagree with, question,
tions. Although the book was originally intended for busi-
or challenge one another in the interest of finding the
ness leaders, it has also gained attention from several
best approach to a problem or task.
NFL coaches who use the book to help them maximize
3. Lack of Commitment. When team members are open
teamwork in organizations made up of high-performing
with one another and can effectively disagree, they
individuals.
are able to obtain genuine commitment around impor-
tant decisions. Because everyone has had a say, there
Source: The Five Dysfunctions of a Team, by Patrick Lencioni, is
are no unresolved issues. published by John Wiley & Sons.

However, teams present greater leadership challenges than does the tradi-
tional hierarchical organization. This chapter’s Leader’s Bookshelf examines fi ve

specific problems associated with teams in organizations and offers tips for how
leaders can overcome them. In a team, every member has to develop some leader-
ship capability. And for some companies, team members may be spread all over
the world, as they are at Seagate, which intensifies the leadership challenge. This

chapter explores team leadership in today’s organizations. We define various types

of teams, look at how teams develop, and examine characteristics such as size,

interdependence, and diversity that can influence team effectiveness. The chap-
ter then explores topics such as cohesiveness and performance, task and socio-
emotional roles of team members, and the leader’s personal impact on building
effective teams. The new challenge of leading virtual and global teams is also

discussed. The final part of the chapter looks at how leaders manage team confl ict,
including using negotiation.
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