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We all crave those high-functioning teams – the ones that crackle with energy and just get things done. But more often than not, we end up with teams plagued by politics, passive-aggression, and a whole lot of wasted effort.
The thing is, it's rarely a lack of talent or good intentions. The culprit, more often than not, is a concept explored in Patrick Lencioni's book, The Five Dysfunctions of a Team. The first, and most fundamental dysfunction Lencioni points out? A lack of trust.
Trust me, this isn't some touchy-feely HR concept
Think of it this way: Imagine playing a high-stakes poker game. Everyone's wearing sunglasses, keeping their cards to their chest. Would that game be any fun? Probably not. Would you win big? Even less likely. Effective teams operate fundamentally differently.
Here's the problem – we're wired to protect ourselves. In a workplace, this looks like:
Hiding mistakes: No one wants to look dumb, so problems get swept under the rug.
Hesitating to ask for help: Asking for help feels like admitting weakness.
Dreading feedback: Feedback turns into criticism because no one has built up that trust foundation.
Sound familiar? The cost is real
Lack of trust isn't just uncomfortable– it's costly.
Wasted time: Endless meetings spent beating around the bush.
Missed opportunities: Great ideas die because no one feels safe taking a risk.
Spiraling burnout: People are stressed about protecting themselves, not driving results.
Okay, so we've diagnosed the problem. But how on earth do we build trust on a team? That's where things get interesting.
Forget the trust falls (seriously)
Look, I'm not going to prescribe team-building retreats with awkward high fives and trust falls. We need actionable strategies that can be integrated into the daily rhythm of work, not one-off events that everyone dreads.
Here are a few ideas to get the ball rolling:
Vulnerability is your superpower: Leaders, this one's for you. Own up to a mistake you made, share a struggle you're facing, ask for team input on a tough decision. Model the behavior you want to see, and you'll be shocked how quickly your team follows suit.
The Personal History Exercise: Super simple, but surprisingly effective. Set aside some team meeting time for members to share a little about themselves– background, hobbies, something non-work. Breaks down barriers way faster than discussing last quarter's numbers.
Spotlight Wins (and Lessons) Weekly: Make it a habit to publicly acknowledge good work. But also, encourage sharing a failure or a "lesson learned the hard way." Normalizes that we all stumble and creates a safe space to unpack those missteps together.
Feedback Reimagined: Ditch the annual performance review. Instead, make small, frequent, specific feedback the norm. More like a micro-coaching session than a formal evaluation. Remember, feedback delivered with kindness and respect builds trust, not defensiveness.
Small steps, big impact
Building trust won't happen overnight. It's a marathon, not a sprint. But, I'm betting even a few of these shifts will start to change the dynamic on your team. You'll see less posturing, more open communication, and the beginnings of that truly collaborative energy we all wish for.
However, here's the thing... trust is just the foundation. Lencioni outlines four more dysfunctions that can sabotage your team.
A word of warning: Trust alone is not enough
Alright, let's say you've tackled the trust problem. People are more open, feedback's flowing, and your team is humming along... or so it seems. There's a sneaky pitfall you need to watch out for—one that Lencioni lays out in his model.
Remember, building trust is just the base of the pyramid. What good is a team that trusts each other but doesn't have a spine? That brings us to the second prevalent dysfunction: Fear of Conflict.
Not all conflict is bad. Think of it like fire
Fire can destroy a forest, or it can be harnessed to cook food and keep us warm. Conflict works the same way. Unproductive conflict – the kind fueled by bruised egos and personal attacks – is toxic. But constructive conflict is essential for growth.
Teams that avoid conflict end up with:
Simmering resentments: The unspoken stuff always finds a way to bubble to the surface.
Stagnant decision-making: Everyone dances around the hard topics, and nothing ever really gets resolved.
Missed opportunities for innovation: Real breakthroughs often come out of messy debates. If everyone's always 'playing nice', you'll settle for safe mediocrity.
Fostering healthy debate (without the bloodshed)
The goal isn't to become a team of ruthless debaters, but to learn to disagree productively. Leaders, it's on you to set the tone. Reward passionate discussion, call out passive-aggressive behavior, and show your team that it's okay to have tough conversations if done with respect.
Beyond Trust & Conflict: The Final Three Dysfunctions
Alright, we've tackled trust and productive conflict. But, as Lencioni warns, there's more work to do. Here's a quick hit on the top three remaining dysfunctions to watch out for:
Lack of Commitment: Ever been in those meetings where everyone nods along, only to discover later that no one was fully on board? That's lack of commitment. To combat this, encourage open debate before decisions, ensure everyone's voice is heard, and set crystal-clear expectations afterward.
Avoidance of Accountability: When no one holds their teammates accountable for results, standards start slipping. Peer-to-peer accountability is tough, but essential. Establish clear metrics for success and create a culture where it's okay to respectfully call out a teammate who's falling short.
Inattention to Results: It's easy for teams to get caught up in internal politics and lose sight of what truly matters – achieving meaningful results. Keep collective goals front and center. Celebrate wins publicly and tie recognition directly to the impact a team member has made.
The Bottom Line
Teamwork is messy. Lencioni's model is a powerful tool to diagnose the specific challenges your team might be facing. Building a high-performance team that's both trusting AND ready to butt heads (the good kind!) is an ongoing climb.
But I promise — the view from the top is worth it.
Until next time,
Scott