The Five Dysfunctions of a Team
How to Build Trust and Drive Results
Introduction
Great teams don’t just happen—they’re built with intention, trust, and accountability. But even the best teams can fall victim to dysfunctions that hinder collaboration, stifle innovation, and derail progress.
This post is part of the Insights Series, where we break down leadership lessons from the best books and frameworks. Today, we’re diving into Patrick Lencioni’s The Five Dysfunctions of a Team. Whether you’re leading a remote team, a startup, or a large organization, these lessons will equip you with practical strategies to identify and address team challenges.
Let’s explore the five dysfunctions, their impact, and actionable ways Engineering Managers can help teams overcome them.
1️⃣ Absence of Trust
The Problem:
Without trust, team members avoid vulnerability. This means no one admits mistakes, asks for help, or shares concerns, leading to a culture of fear and isolation.
The Solution:
Model Vulnerability as a Leader: Share your mistakes and what you learned.
Team-Building Exercises: Try “Personal Histories,” where team members share non-work-related experiences to build empathy.
Encourage Feedback: Create a safe environment and necessary systems where feedback—both positive and constructive—is normalized.
2️⃣ Fear of Conflict
The Problem:
Teams that fear conflict avoid honest debates, leading to surface-level discussions and unresolved issues. Over time, this limits innovation and creates frustration.
The Solution:
Normalize Constructive Conflict: Reframe disagreements as opportunities for growth and innovation.
Use the Conflict Ladder: This framework helps teams assess the escalation of conflicts and navigate them productively.
What is the Conflict Ladder?
The Conflict Ladder is a tool that categorizes conflict levels, from minor disagreements to more serious clashes. By recognizing the level of conflict, EMs can determine the right intervention strategy:
Lower Rungs: Use coaching or open questions to address minor tensions.
Middle Rungs: Facilitate group discussions to resolve misalignment.
Top Rungs: Bring in mediators or leadership for more serious disputes.
3️⃣ Lack of Commitment
The Problem:
Without buy-in, decisions lack clarity, and team members disengage. This often happens when discussions are rushed or when only a few voices dominate.
The Solution:
Clarify Agreements: Summarize decisions and next steps after meetings.
Encourage Diverse Perspectives: Use facilitation techniques like “Round Robin” to ensure all voices are heard.
Leverage OKRs: Objectives and Key Results (OKRs) align teams around measurable goals and shared priorities.
What Are OKRs?
OKRs are a goal-setting framework that connects team objectives to measurable outcomes. For example:
Objective: Improve platform scalability.
Key Result: Reduce average API response time by 20%.
💡 Future Post Teaser: Stay tuned for a full blog on how to craft impactful OKRs for your team!
4️⃣ Avoidance of Accountability
The Problem:
When no one holds each other accountable, mediocrity becomes the norm, eroding trust and leaving high performers frustrated.
The Solution:
Set Clear Expectations: Define roles, responsibilities, and success metrics upfront.
Encourage Peer Accountability: Create a culture where team members respectfully hold each other accountable.
💡 Practical Tip: Before starting a project, ask the team: “How will we handle missed deadlines or dropped tasks?” This sets expectations early.
5️⃣ Inattention to Results
The Problem:
When personal goals take precedence over team objectives, the group loses focus on collective success.
The Solution:
Set Shared Goals: Use OKRs or team charters to align everyone around a common purpose.
Celebrate Wins: Acknowledge team milestones to reinforce collaboration.
Reflect Regularly: Host retrospectives to evaluate progress and identify areas for improvement.
The Role of an EM in Overcoming Dysfunction
As an Engineering Manager, your role is to proactively identify these dysfunctions and address them before they become ingrained. Here’s how you can lead effectively:
Be the Catalyst for Change: Call out dysfunctions with tact and propose actionable steps to resolve them.
Foster a Culture of Transparency: Set the tone for trust and accountability by being consistent in your own actions.
Enable Your Team to Succeed: Provide tools, frameworks, and guidance, but also give your team the space to learn and grow.
💡 Key Takeaway: Engineering Managers aren’t just problem-solvers; they’re culture-builders. By addressing dysfunctions head-on, you set your team up for long-term success.
Conclusion
Great teams thrive on trust, accountability, and alignment. By addressing these dysfunctions, you’ll not only unlock your team’s potential but also create a culture of innovation and shared success.
👉 Which dysfunction do you think is the hardest to overcome? Let’s discuss—I’d love to hear your thoughts!
Thanks for writing this summary. I teach Entrepreneurship to high school students in Hammond, IN. Yesterday, we watched The Profit S5 E4 "Monica Potter Home" and I couldn't handle Monica Potter's attitude and self-sabotage. I was looking for a succinct summary of the five dysfunctions and yours was at the top of the list.
The emphasis on trust and accountability as the foundation of great teams really resonates here. Without these, dysfunctions like fear of conflict and disengagement spread quickly. Thanks for sharing.