Different teams are faced with a number of issues that work to destabilize its smooth operations. Such dysfunctions often have a rebuttal effect with regards to the achievement of the goals of the organization. Patrick Lencioni explores the subject matter and comes up with Five Dysfunctions of a Team. They entail some fundamental ideas that are believed to be the root cause of dysfunctions in teams
The initial dysfunction of a team comprise of the absence of trust. Trust is fundamental if the team is to achieve its objectives. Trust requires that persons become vulnerable to one another and become open about themselves, and their abilities. It is not easy to build a team if there is no trust among the members. The next dysfunction is the fear of conflict. Conflict is necessary and required in a team; it assists in evaluating the standpoint of a team on particular issues of interest. With trust, conflict is a passionate pursuance of truth. The next dysfunction in the model is a lack of commitment. Teams need to engage in honest conflict discussions to commit in the bottom-line agenda of the organization. Commitment calls for members of the team to truly buy into the various discussion of the organization. A lack of commitment leads to a position where persons cannot hold to one another; no one can be held accountable for the issues that transpire in the team. When members of the team cannot hold each other accountable; they will not pay any attention to the results and that forms the final dysfunction.
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In conclusion, it is noted that Patrick Lencioni provides an outline of a superior model and actionable steps, which can be utilized to overcome the numerous hurdles and in the end build a cohesive efficient team. It is therefore important to trust one another, amicably resolve conflicts, commit, hold one another accountable and achieve and celebrate collective results of the team.
