Patrick Lencioni’s 5 Dysfunctions of a Team

Question 1

Question:
What are Patrick Lencioni’s 5 Dysfunctions of a Team? How do they affect team performance and how can they be addressed?

Answer 1

Answer:
Patrick Lencioni, a leadership consultant and author, introduced the 5 Dysfunctions of a Team model in his 2002 book of the same name.
He explains why teams often fail, even when individual members are talented.

The dysfunctions are shown as a pyramid, where each level supports the next.

🔺 The 5 Dysfunctions of a Team:
Level Dysfunction What It Means Solution
1️⃣ Absence of Trust Team members don’t feel safe being honest or vulnerable Build trust through openness and support
2️⃣ Fear of Conflict People avoid disagreements Encourage healthy, respectful debate
3️⃣ Lack of Commitment Decisions are unclear or unowned Get buy-in through clarity and inclusion
4️⃣ Avoidance of Accountability No one takes responsibility Set shared goals and peer feedback
5️⃣ Inattention to Results Team members focus on personal success Focus on collective results and metrics

🧠 How It Works:
Teams can only succeed if each level is addressed

Trust is the foundation — without it, nothing else works

Dysfunction is normal, but must be actively managed

🏢 Workplace Application:
Use for team diagnostics and workshops

Helps leaders spot hidden problems (e.g. silence in meetings ≠ agreement)

Encourages shared responsibility and goal focus

✅ Why It Matters:
Offers a practical roadmap to build high-performing teams

Encourages emotional intelligence and openness

Aligns teams on shared purpose and accountability

⚠️ Limitations:
Based on observation and case studies, not academic research

Requires strong leadership to apply effectively

Can oversimplify complex team issues