Five Dysfunctions of a Team by Patrick Lencioni

The Five Dysfunctions of Team is a team development model that explores the fundamental causes of organizational politics and team failure. Initially applied in business and corporate settings, it is now increasingly popular in the context of Sport.

[@innai.ivanova1696]

5 Dysfunctions: 1) Inattention to Results 2) Avoidance of Accountability 3) Lack of Commitment 4) Fear of Conflict 5) Absence of Trust

[@auditoryproductions1831]

The main dysfunction of a team is that people want more money. All of this intellectual framing assumes that the dysfunctions of a team are entirely social in nature. Reading and writing books about social theories is a lot funner for management then the cold reality that people want more money and always will. If they are paid well, they will fear losing their job and you will have more control over them. If they get bored of their wage then cracks start to emerge.

[@rarachou8087]

tanks highlight

[@craftylady9912]

Simply put and so on point. Will be using this with my staff very soon.

[@okoelman]

I like the bite-size, short video. Well done!

[@hockteekoh4405]

Insightful. Noted in particular the sequence of how the dysfunctions stack up.

[@TheStrategicKeys]

This is great stuff, and it lead to The Ideal Team Player. That is my favorite Patrick Lencioni book by far.

[@sandrarocquet1735]

I am using the model quite often with various teams and results are always different. Nonetheless, I am worndering why in some cases the "trust" is low but the next two levels are better? Did you already encounter this? Could we explain it by some kind of "false" capacity to confront one another, or a commitment with no real motivation, or selfish perspectives? Indeed, in the case I am thinking about, the accountability is also quite low and attention to results is not so good either... I would appreciate your point of view. Thanks!

[@SOS_Consulting]

Five Dysfunctions of a Team: 1) Lack of Trust, 2) Fear of Conflict, 3) Lack of Commitment, 4) Lack of Accountability, 5) Inattention to Results

[@akbarjontojiyev5525]

5 Dysfunctions of team: 5) Results - 1:40 4) Accountability - 1:18 3) Lack of Commitment - 0:55 2) Fear of Conflict - 0:32 1) Absence of Trust - 0:12

[@hipss-honestyintegrityinpu3296]

Succinct and helpful; well played.

[@TransformationHouse]

Fantastic, Thanks Patrick

[@sallyjane3222]

Awesome! Thank you.,

[@JohnDoe-wx1jf]

had to watch this for school

[@Erikolofson]

Awsome video

[@theaquifer]

This video is a lot better use of time that reading the author's book. The author's book is a fairy tale used to demonstrate the concepts. The challenge with these concepts is that it assumes people can completely give up their personal goals.

[@facoviemmanuel9697]

Conflict (or fear of conflict) is an outdated concept for team efficiency. It should be replaced by fear of communication

[@auditoryproductions1831]

Yeah or fear of "Friction". I'd use the word friction or blunt communication instead of "Conflict". I'd define "Conflict" as a fairly serious problem.

[@jamiegonsalves7079]

fear of collaboration? Such a killer

[@yawhannchong3587]

Yes, and on the other side, I think conflict is still a perfectly fine term. A concept that I learned from one of my peers is that you can really define any word to have any internal meaning to your executive team. Use the single word internally, but define it in context with your goals, write it down, and communicate it with your team to ensure that everybody understands what it means when you use that word in relation to the 5 dysfunctions or any other business concept you want.

[@NabeelFarooqui]

I think using the word conflict is actually better. Because if you say that people are afraid of communication they will just say that no they are not actually afraid of communication however conflict is a negative thing and people perceive it to be a negative thing so they are actually afraid of it. The point of the author is to say that it's ok to have conflict rather than avoiding it

[@justincase4812]

Now put it into practice! Rarely seen.

[@JacobAldridgeCoach]

I recently added this as an overview video for this Five Dysfunctions of a Team playlist - kzbin.info/www/bejne/fXTblKdqeLdgitE

[@yettielusive3370]

I’ve never seen this be a reality. Trying to build trust and cooperation is very important but when you Introduced conflict, man it’s game over. If this theory worked , Republican and Democrat politicians would get along swimmingly

[@janecetinel4198]

That's because republicans and democrats don't trust one another, so their conflict is mean spirited. You can't have positive conflict without first having the trust

[@christinearmstrong4099]

The repulicans and democrats aren't a team... they're opposing teams.

[@adityasetiabudi2501]

bruh they are political rivals, and compete to get votes higher from citizen. this is more about within team work together to achieve more votes.

[@auditoryproductions1831]

I agree. When Patrick sais "Conflict", I think what he is referring to is "Friction" or "Tension" between the members. That is good because it stimulates open debate and open debate is needed to solve problems. The word "Conflict" in my view is a stronger word which is a serious problem that needs to be solved, probably by someone being fired or quitting. People in "Conflict" with one another could potentially end up in a physical altercation.

[@dashachievements]

You just demonstrated a pyramid for a bad leadership team. You can't just put up an image with buzz words. Very, very old school....