What makes a good team?  What are the defining characteristics that you can identify in an effective team?  During my work experience I have been part of some great teams and some poor ones – what made the difference?

In a recent conference I was introduced to the book ‘The Five Dysfunctions of a Team’ by Patrick Lencioni.   Since then I’ve bought the book and read the Field Guide.   I think it’s well worth sharing and encouraging others to read this ‘leadership fable’.

A team must first be built on a foundation of trust – a willingness to be vulnerable with one another and admit mistakes and weaknesses.  Secondly, constructive conflict should not only be allowed but also encouraged – fear of conflict leads to avoidance of those ‘difficult’ discussions and making hard decisions. Commitment or buy-in follows trust and not avoiding conflict, because team members are able and willing to fully endorse team decisions even if contrary to their initial reservations.

Effective teams hold each other to account and are prepared to challenge each other if necessary when a team member does not deliver what’s required.  Lastly, at the top of the pyramid, functioning teams pay attention to collective results rather than individual needs.

Lencioni presents the concept as a negative model – in terms of dysfunctions – probably because it’s easier to describe how a non-functioning team can improve.  The best of teams can still improve and function better by paying attention to these critical issues.

Presented as a five-step pyramid, the Five Dysfunctions look simple and common sense.  Yet there is much to commend when a model can be so easily described even if a lot harder to implement.

Happy team-building!  The book is in the 3D HR Book Store.

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