Question

In the Course Documents section of Blackboard, you will find a chapter from Patrick Lencioni's book, The Five Dysfunctions of a Team. This chapter summarizes Lencioni's model for building an effective team. Based on Lencioni's model, write a response to the following prompts.

Dysfunction #1: Absence of Trust: Would Lencioni’s ideas for building trust work in your culture? Can a leader show vulnerability.

Dysfunction #2: Fear of Conflict: Is conflict okay in your culture? How do ideas get shared?

Dysfunction #3: Lack of Commitment: Lencioni says that teams should make commitments/decisions without consensus and certainty. Does that approach fit with your culture? Is uncertainty okay? Is consensus important?

Dysfunction #4: Avoidance of Accountability: How do colleagues hold each other accountable? Who makes sure that team members do their work?

Dysfunction #5: Inattention to Results: Which is more important in your culture -- group results or individual results? How important is it to achieve results (rather than effort/working hard)?

Think of a team or group experience that you have been a part of. Using Lencioni’s model, explain why the team/group experience was successful or why it was not successful.

Answer 1

Lencioni's ideas for building trust in a team can be applied in any culture, and leaders can show vulnerability. Conflict can be healthy in a team as long as it is managed constructively. Teams can make commitments without needing consensus, and accountability can be fostered through regular check-ins and clear expectations. Achieving shared goals as a team should take precedence over individual achievements. Applying Lencioni's model can contribute to team success.

Step-by-step explanation:

Dysfunction #1: Absence of Trust: In Lencioni's model, building trust is crucial for an effective team. While cultural differences can impact how trust is built, Lencioni's ideas can generally be applied in any culture. A leader can show vulnerability by admitting mistakes and weaknesses, which can help build trust among team members.

Dysfunction #2: Fear of Conflict: Conflict can be healthy in a team as long as it is managed constructively. In some cultures, there may be a preference for avoiding conflict, but it is important for ideas to be shared openly and for team members to feel comfortable discussing their perspectives and challenging each other’s ideas.

Dysfunction #3: Lack of Commitment: Lencioni suggests that teams should make decisions without needing complete consensus. This approach may vary in different cultures, as some cultures value consensus more than others. However, uncertainty can be tolerated, and commitment can still be achieved through open communication and shared understanding of the team's goals.

Dysfunction #4: Avoidance of Accountability: Colleagues can hold each other accountable through regular check-ins, setting clear expectations, and providing constructive feedback. Team members can be responsible for ensuring that their colleagues fulfill their responsibilities and meet their commitments.

Dysfunction #5: Inattention to Results: In most cultures, both group results and individual results are important. However, in a team setting, achieving shared goals and delivering results as a team should take precedence over individual achievements. It is important for team members to focus on achieving results rather than merely putting in effort.

How Lencioni's model contributes to team success: A successful team experiences trust among team members, constructive conflict, commitment to team decisions, mutual accountability, and a focus on achieving results. Applying Lencioni's model can help a team overcome the identified dysfunctions and create a positive and productive team environment.