{"id":568338,"date":"2025-03-25T08:00:00","date_gmt":"2025-03-25T07:00:00","guid":{"rendered":"https:\/\/www.devoteam.com\/expert-view\/5-dysfunctions-of-a-team\/"},"modified":"2025-03-25T08:00:00","modified_gmt":"2025-03-25T07:00:00","slug":"5-dysfunctions-of-a-team","status":"publish","type":"expert-view","link":"https:\/\/devoteam.info\/lu\/expert-view\/5-dysfunctions-of-a-team\/","title":{"rendered":"5 team dysfunctions: what are they, and how to identify and mitigate them?"},"content":{"rendered":"\n<p class=\"wp-block-paragraph\">Have you ever worked in a team? Facilitated a meeting where the only feedback you get on an action is silence? But as soon as you leave the room, everyone comes to you to complain about it? Or does everyone start blaming each other after an incident?<\/p>\n\n\n\n<p class=\"wp-block-paragraph\">Unfortunately, we have all experienced this kind of anecdote. Patrick Lencioni has grouped them together, analyzed them and addressed them in his book<strong> <em>The 5 Dysfunctions of a Team<\/em><\/strong>.<\/p>\n\n\n\n<p class=\"wp-block-paragraph\">I suggest you discover these five dysfunctions and how to identify and mitigate them.<\/p>\n\n\n\n<p class=\"wp-block-paragraph\"><strong>Disclaimer<\/strong>: This model is one of several representations of interpersonal dynamics within a team. We recommend using it only as a basis for reflection.&nbsp;<\/p>\n\n\n\n<blockquote class=\"wp-block-quote is-layout-flow wp-block-quote-is-layout-flow\">\n<p class=\"wp-block-paragraph\"><em>All models are wrong, but some are useful.<\/em><\/p>\n\n\n\n<p class=\"has-small-font-size wp-block-paragraph\"><strong>George Box<\/strong><\/p>\n<\/blockquote>\n\n\n\n<p class=\"wp-block-paragraph\"><\/p>\n\n\n\n<h2 class=\"wp-block-heading\" id=\"h-level-1-of-team-dysfunction-lack-of-trust\"><strong>Level 1 of team dysfunction: Lack of trust<\/strong><\/h2>\n\n\n\n<p class=\"wp-block-paragraph\">A team member who doesn&#8217;t dare ask for help? Trying to compose an answer to a question instead of saying &#8220;I don&#8217;t know&#8221;? You may be experiencing a lack of trust within the team.<\/p>\n\n\n\n<p class=\"wp-block-paragraph\">So, the word &#8220;trust&#8221; can mean many things. In this context, we&#8217;ll say it&#8217;s <strong>the feeling among team members that each other&#8217;s intentions are good <\/strong>and that there&#8217;s no reason to be protective or cautious within the group.<\/p>\n\n\n\n<h3 class=\"wp-block-heading has-medium-font-size\" id=\"h-origin-of-the-dysfunction\"><strong>Origin of the dysfunction: <\/strong><\/h3>\n\n\n\n<p class=\"wp-block-paragraph\">This dysfunction would come from a need for invulnerability with others.<\/p>\n\n\n\n<h3 class=\"wp-block-heading has-medium-font-size\" id=\"h-ways-to-identify-it\">Ways to identify it:<\/h3>\n\n\n\n<ul class=\"wp-block-list\">\n<li>Hesitation to ask for or offer help within the team.<\/li>\n\n\n\n<li>People hide their weaknesses from others (Skills, Feelings).<\/li>\n\n\n\n<li>Few informal exchanges between team members.<\/li>\n<\/ul>\n\n\n\n<h3 class=\"wp-block-heading has-medium-font-size\" id=\"h-how-to-mitigate-it\">How to mitigate it:<\/h3>\n\n\n\n<ul class=\"wp-block-list\">\n<li>For example, create opportunities for team members to discuss simple topics (hometown, worst job, hobby) through icebreakers. (Note: <em>Be careful; this takes time, and the activity should not be forced <\/em>.)<\/li>\n\n\n\n<li>Lead by example by answering \u201cI don\u2019t know\u201d when team members ask us a question about something to which we don\u2019t have the answer.<\/li>\n\n\n\n<li>Have the team create a standard structure on how I can ask for or provide help. (You can use \u201c <em>Ask for help <\/em>\u201d <sup>1 <\/sup>of Core Protocols <sup>2 <\/sup>as a basis)<\/li>\n<\/ul>\n\n\n\n<h2 class=\"wp-block-heading\" id=\"h-level-2-of-team-dysfunction-fear-of-conflict\"><strong>Level 2 <strong>of team dysfunction<\/strong>: Fear of conflict<\/strong><\/h2>\n\n\n\n<p class=\"wp-block-paragraph\">Would you rather go to a meeting or see a movie? I&#8217;m guessing you chose the movie.<\/p>\n\n\n\n<p class=\"wp-block-paragraph\">Yet, as Lencioni points out, we can be active in meetings, <strong>having our say in discussions that can impact our lives<\/strong>. However, when watching a film, we are passive, and it rarely impacts our lives.<\/p>\n\n\n\n<p class=\"wp-block-paragraph\">So why do we prefer the movie? Because it has an unresolved plot, a conflict!<\/p>\n\n\n\n<h3 class=\"wp-block-heading has-medium-font-size\" id=\"h-origin-of-the-dysfunction-0\">Origin of the dysfunction:<\/h3>\n\n\n\n<p class=\"wp-block-paragraph\">Artificial harmony.<\/p>\n\n\n\n<p class=\"wp-block-paragraph\"><strong>Conflict is a taboo subject in the workplace<\/strong>. During a presentation, I was once told that the word <em>\u201cconflict\u201d<\/em> was \u201ctoo strong &#8221; and that it would be better to talk about disagreement.<\/p>\n\n\n\n<p class=\"wp-block-paragraph\">Moreover, without trust, there can be no conflict or debate, for fear that our words will be interpreted as destructive or critical.<\/p>\n\n\n\n<h3 class=\"wp-block-heading has-medium-font-size\" id=\"h-ways-to-identify-it-0\">Ways to identify it:<\/h3>\n\n\n\n<ul class=\"wp-block-list\">\n<li>Meetings without exchanges.<\/li>\n\n\n\n<li>Taboo subjects for the team.<\/li>\n\n\n\n<li>Decisions that take time or without feedback from the team.<\/li>\n<\/ul>\n\n\n\n<h3 class=\"wp-block-heading has-medium-font-size\" id=\"h-how-to-mitigate-it-0\">How to mitigate it:<\/h3>\n\n\n\n<ul class=\"wp-block-list\">\n<li>Explain the importance of \u201c <em>constructive disagreement <\/em>\u201d <sup>3, 4 <\/sup>in creating and choosing a decision<\/li>\n\n\n\n<li>Implement decision-making tools like Core Protocols <sup>2 <\/sup><em>Decider <\/em><sup>5<\/sup><\/li>\n<\/ul>\n\n\n\n<h2 class=\"wp-block-heading\" id=\"h-level-3-of-team-dysfunction-lack-of-commitment\"><strong>Level 3 <strong>of team dysfunction<\/strong>: Lack of commitment<\/strong><\/h2>\n\n\n\n<p class=\"wp-block-paragraph\">Is the team no longer clear on the objective? Improvement actions come and go without ever being completed or started. You potentially have a lack of commitment.<\/p>\n\n\n\n<h3 class=\"wp-block-heading has-medium-font-size\" id=\"h-origin-of-dysfunction\">Origin of dysfunction:<\/h3>\n\n\n\n<p class=\"wp-block-paragraph\">Ambiguity about <strong>what needs to be done and ambiguity of consensus<\/strong>.<\/p>\n\n\n\n<p class=\"wp-block-paragraph\">Lencioni believes that the desire for consensus and the need for certainty are the biggest obstacles to commitment.<\/p>\n\n\n\n<ul class=\"wp-block-list\">\n<li>The desire for consensus because it considers that the most important thing is to have everyone&#8217;s support when it is impossible to have everyone&#8217;s agreement. The important thing is to have everyone&#8217;s opinions, that everyone has been listened to, that there are debates and conflicts.<\/li>\n\n\n\n<li>The need for certainty is because, most of the time, we make decisions when we have little certainty that they are correct. We are mostly in complex environments (VUCA <sup>6 <\/sup>).<\/li>\n<\/ul>\n\n\n\n<blockquote class=\"wp-block-quote is-layout-flow wp-block-quote-is-layout-flow\">\n<p class=\"wp-block-paragraph\"><em>A decision is better than no decision. <\/em><\/p>\n<\/blockquote>\n\n\n\n<p class=\"wp-block-paragraph\"><\/p>\n\n\n\n<h3 class=\"wp-block-heading has-medium-font-size\" id=\"h-ways-to-identify-it-1\">Ways to identify it:<\/h3>\n\n\n\n<ul class=\"wp-block-list\">\n<li>Recurring returns to decisions.<\/li>\n\n\n\n<li>Opportunity missed due to excessively long analyses and delays.<\/li>\n\n\n\n<li>Little experimentation and development of a fear of failure.<\/li>\n<\/ul>\n\n\n\n<h3 class=\"wp-block-heading has-medium-font-size\" id=\"h-how-to-mitigate-it-1\">How to mitigate it:<\/h3>\n\n\n\n<ul class=\"wp-block-list\">\n<li>At the end of the meeting, list, reformulate and validate the decisions.<\/li>\n\n\n\n<li>Choose a deadline to make a decision.<\/li>\n\n\n\n<li>Get the team used to experimenting on small, low-risk areas.<\/li>\n<\/ul>\n\n\n\n<h2 class=\"wp-block-heading\" id=\"h-level-4-of-team-dysfunction-avoidance-of-responsibility\"><strong>Level 4 <strong>of team dysfunction<\/strong>: Avoidance of Responsibility<\/strong><\/h2>\n\n\n\n<p class=\"wp-block-paragraph\">Do you find it difficult to correct a colleague because they&#8217;re always there to lend a hand? When you review your goals, do you notice that no one is assigned responsibility or that everyone is passing the buck? Perhaps you&#8217;re struggling with responsibility avoidance.<\/p>\n\n\n\n<h3 class=\"wp-block-heading has-medium-font-size\" id=\"h-origin-of-the-dysfunction-1\">Origin of the dysfunction:<\/h3>\n\n\n\n<p class=\"wp-block-paragraph\">Having low standards.<\/p>\n\n\n\n<p class=\"wp-block-paragraph\">This dysfunction is thought to stem from <strong>a desire to avoid uncomfortable situations or tensions<\/strong> by having low responsibilities or standards. But to hold people accountable, clear objectives, with the buy-in and commitment of team members, are needed upfront.<\/p>\n\n\n\n<h3 class=\"wp-block-heading has-medium-font-size\" id=\"h-ways-to-identify-it-2\">Ways to identify it:<\/h3>\n\n\n\n<ul class=\"wp-block-list\">\n<li>Shifting the burden of holding people accountable to a team lead.<\/li>\n\n\n\n<li>Tension between team members who have different standards.<\/li>\n<\/ul>\n\n\n\n<h3 class=\"wp-block-heading has-medium-font-size\" id=\"h-how-to-mitigate-it-2\">How to mitigate it:<\/h3>\n\n\n\n<ul class=\"wp-block-list\">\n<li>Clarify what will make it possible to say that the objective has been achieved and assign a person responsible for it.<\/li>\n\n\n\n<li>Have a simple structure to track progress and get feedback.<\/li>\n<\/ul>\n\n\n\n<h2 class=\"wp-block-heading\" id=\"h-level-5-of-team-dysfunction-inattention-to-the-result\"><strong>Level 5 <strong>of team dysfunction<\/strong>: Inattention to the result<\/strong><\/h2>\n\n\n\n<p class=\"wp-block-paragraph\">You&#8217;re hosting a retrospective; everyone talks about how they accomplished <em>their tasks<\/em>, but no one talks about a shared goal. People proudly say they achieved their assigned goal, and when you ask them how it benefited the team, they don&#8217;t know. Perhaps you&#8217;re having a problem with inattention to the outcome.<\/p>\n\n\n\n<h3 class=\"wp-block-heading has-medium-font-size\" id=\"h-origin-of-dysfunction-0\">Origin of Dysfunction:<\/h3>\n\n\n\n<p class=\"wp-block-paragraph\">Status and Ego.<\/p>\n\n\n\n<p class=\"wp-block-paragraph\">Lencioni says his observations suggest that people will initially focus on the status associated with being part of the team or on actions that advance their careers rather than the team itself. Of course, for team members to focus on collective results,<strong> they must first feel accountable for their contributions<\/strong>.<\/p>\n\n\n\n<h3 class=\"wp-block-heading has-medium-font-size\" id=\"h-ways-to-identify-it-3\">Ways to identify it:<\/h3>\n\n\n\n<ul class=\"wp-block-list\">\n<li>Results-oriented team members leave.<\/li>\n\n\n\n<li>The team is stagnating.<\/li>\n\n\n\n<li>Members know their personal goals but not the collective goals.<\/li>\n<\/ul>\n\n\n\n<h2 class=\"wp-block-heading has-medium-font-size\" id=\"h-how-to-mitigate-it-3\">How to mitigate it:<\/h2>\n\n\n\n<ul class=\"wp-block-list\">\n<li>Communicate objectives or expected results outside the team.<\/li>\n<\/ul>\n\n\n\n<h2 class=\"wp-block-heading\" id=\"h-references-nbsp\"><strong>References:<\/strong>&nbsp;<\/h2>\n\n\n\n<ul class=\"wp-block-list\">\n<li>1: <a href=\"https:\/\/liveingreatness.com\/core-protocols\/ask-for-help\/\" target=\"_blank\" rel=\"noreferrer noopener\">Ask for Help Protocol<\/a> from the Core Protocols or <a href=\"https:\/\/bloculus.com\/core-protocols-7-ask-for-help\/\" target=\"_blank\" rel=\"noreferrer noopener\">blog post by Bloculus<\/a><\/li>\n\n\n\n<li>2: <a href=\"https:\/\/thecoreprotocols.org\/\" target=\"_blank\" rel=\"noreferrer noopener\">Core Protocols Directory<\/a><\/li>\n\n\n\n<li>3: Concept developed in \u201c <em><a href=\"https:\/\/lyssaadkins.com\/product\/coaching-agile-teams-paperback\/\" target=\"_blank\" rel=\"noreferrer noopener\">Coaching Agile Teams<\/a><\/em>\u201d by Lyssa Adkins<\/li>\n\n\n\n<li>4: Introduction to the concept in the conference paper \u201c<em><a href=\"https:\/\/www.pmi.org\/learning\/library\/coaching-agile-project-teams-navigate-conflict-6760\" target=\"_blank\" rel=\"noreferrer noopener\">Coaching Agile Teams to constructively navigate conflict<\/a><\/em>\u201d by Lyssa Adkins and Kristen Blake<\/li>\n\n\n\n<li>5: <a href=\"https:\/\/thecoreprotocols.org\/protocols\/decider\" target=\"_blank\" rel=\"noreferrer noopener\">Decider Protocol<\/a> of the Core Protocols or <a href=\"https:\/\/bloculus.com\/core-protocols-5-decider\/\" target=\"_blank\" rel=\"noreferrer noopener\">blog post by Bloculus<\/a> about it<\/li>\n\n\n\n<li>6: <a href=\"https:\/\/fr.wikipedia.org\/wiki\/Volatility,_uncertainty,_complexity_and_ambiguity\" target=\"_blank\" rel=\"noreferrer noopener\">VUCA<\/a>: Volatile, Uncertain, Complex and Ambiguous<\/li>\n\n\n\n<li>In general: The five dysfunction of a team by Patrick Lencioni<\/li>\n<\/ul>\n\n\n\n<p class=\"wp-block-paragraph\"><em><strong>Also read: <a href=\"https:\/\/devoteam.info\/lu\/expert-view\/embracing-uncertainty-with-monte-carlo-simulations-in-agile\/\" target=\"_blank\" rel=\"noreferrer noopener\">Embracing Uncertainty with Monte Carlo Simulations in Agile<\/a><\/strong><\/em><\/p>\n","protected":false},"excerpt":{"rendered":"<p>Have you ever worked in a team? Facilitated a meeting where the only feedback you get on an action is silence? But as soon as you leave the room, everyone comes to you to complain about it? Or does everyone start blaming each other after an incident? Unfortunately, we have all experienced this kind of [&hellip;]<\/p>\n","protected":false},"featured_media":0,"template":"","categories":[886],"tags":[],"industry":[],"class_list":["post-568338","expert-view","type-expert-view","status-publish","hentry","category-cloud-native-app-development"],"acf":[],"cards":"\n\t<div class=\"single-post-card\">\n\n\t\t\n\n\t\t\n\t\t<div class=\"wp-block-group is-vertical is-layout-flex wp-container-core-group-is-layout-43282307 wp-block-group-is-layout-flex\">\n\t<p style=\"font-style:normal;font-weight:700\" class=\"has-link-color wp-elements-1 wp-block-lp-post-type has-text-color has-primary-color has-small-font-size\">Expert View<\/p>\n\n\t\t\n\t\t<h3 style=\"font-style:normal;font-weight:400\" class=\"wp-block-post-title has-base-font-size\"><a href=\"https:\/\/devoteam.info\/lu\/expert-view\/5-dysfunctions-of-a-team\/\" target=\"_self\" >5 team dysfunctions: what are they, and how to identify and mitigate them?<\/a><\/h3><\/div>\n\t\t\n\t<\/div>\n\n","yoast_head":"<!-- This site is optimized with the Yoast SEO Premium plugin v28.4 (Yoast SEO v28.4) - https:\/\/yoast.com\/product\/yoast-seo-premium-wordpress\/ -->\n<title>5 team dysfunctions: what are they, and how to identify and mitigate them? | Devoteam<\/title>\n<meta name=\"robots\" content=\"index, follow, max-snippet:-1, max-image-preview:large, max-video-preview:-1\" \/>\n<link rel=\"canonical\" href=\"https:\/\/devoteam.info\/lu\/expert-view\/5-dysfunctions-of-a-team\/\" \/>\n<meta property=\"og:locale\" content=\"en_US\" \/>\n<meta property=\"og:type\" content=\"article\" \/>\n<meta property=\"og:title\" content=\"5 team dysfunctions: what are they, and how to identify and mitigate them?\" \/>\n<meta property=\"og:description\" content=\"Have you ever worked in a team? Facilitated a meeting where the only feedback you get on an action is silence? But as soon as you leave the room, everyone comes to you to complain about it? Or does everyone start blaming each other after an incident? 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Facilitated a meeting where the only feedback you get on an action is silence? But as soon as you leave the room, everyone comes to you to complain about it? Or does everyone start blaming each other after an incident? 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