The 5 Dysfunctions of a Team

Five Dysfunctions of a Team was written by leadership expert, Patrick Lencioni of the Table Group. "Since its publication in 2002, The Five Dysfunctions of a Team has become the world's most definitive source of practical information for building teams. The universal model outlined in the book has been embraced by virtually all types of organizations from multinational corporations, to small businesses, to professional sports, to education, to churches, non-profits and more."

The Five Dysfunctions of a Team is brought to life through a leadership fable about a company called "Decision Tech", whose resources should make them the leader in their area of business; but instead, they are hindered by their team of all-star executives inability to function as a team. In this fable, Decision Tech hires a new CEO, whose mission is to turn this highly unhealthy, and dysfunctional team around before it is too late. When it seems as if there is no hope left for this company or it's turn around, Lencioni reveals the five dysfunctions of a team, and the determination that is needed to overcome them.

This book truly hits at the core of every companies struggle to function as a team (including church staff and leadership). In this book, Lencioni outlines his model, and then offers a clear solution in overcoming the dysfunctions, with practical steps anyone can take to begin building a healthy and well-functioning team. The real struggle with this book is not whether or not you can do what it says; the real struggle will be if you will have the courage to do it.

For anyone who is like me, and is seeking to be a better leader, whether in the church environment, or in any other field where teamwork is essential for success, this book will be a helpful tool for you to have.

Here is a graph of the 5 Dysfunctions of a Team

The way that Lencioni works this chart is from the bottom up. 

1. Absence of Trust: When there is an absence of trust, it makes it impossible for teammates to be vulnerable with one another, which prevents the building of trust within the team.

2. Fear of Conflict: The desire to preserve artificial harmony stifles the occurrence of productive, ideological conflict.

3. Lack of Commitment: The lack of clarity or buy-in prevents team members from making decisions they will stick to.

4. Avoidance of Accountability: The need to avoid interpersonal discomfort prevents team members from holding one another accountable for their behaviors and performance.

5. Inattention to Results: The pursuit of individual goals and personal status erodes the focus on collective success.