Five (Dys)functions of a team

What it is

A framework for understanding key factors of team effectiveness—especially (but not only) executive leadership teams, with five elements: Lack of Trust, Fear of Conflict, Lack of Commitment, Avoidance of Accountability, and Inattention to Results. As the pyramid shape implies, Trust is the foundation of everything in this model. 

When to use

With any team that is a real team—i.e., they has meaningful shared goals and accountability, with high level of interdependence in their work—and are up for serious self-reflection on how they work together, in order to improve performance 

When not to use

When a group of people who work together is not a “real team” but a TINO (Team in Name Only)—for example, if the number of members is too big (spoiler: 50 people cannot be a real team) or the level of interdependence in their work is too low

Tradecraft tips

Although the framework features the downer word “dysfunction,” it’s not just for teams that are messed up—can be equally helpful for teams wanting to go from good to great. Also, since many people find the negative tone of this framework a bummer, we tend to flip the polarity of the five items in use to read something like: Foundation of Trust, Radical Candor, Shared Commitment, Accepting Accountability, and Attention to Results

Source

Patrick Lencioni, Five Dysfunctions of a Team: A Leadership Fable (2002); also, check out this outstanding, short video of Lencioni making the case for why all leadership team members need to see that as their “first team” (as opposed to the ones they lead).