- Dysfunction #1: Absence of Trust
The fear of being vulnerable with team members prevents the building of trust within the team. Vulnerability is vital to breaking down personal barriers and building trust. Brené Brown explores vulnerability in her Ted Talk: The Power of Vulnerability.
- Dysfunction #2: Fear of Conflict
The desire to preserve artificial harmony stifles the occurrence of productive ideological conflict. Conflict is not necessarily a bad thing and although it tends to carry a negative connotation. The goal in relational conflict should not be about winning or losing. It is reaching an understanding and letting go of the need to be right. Positive conflict strengthens relationships and breaks down barriers. Here are 6 steps to resolving conflict the right way.
- Dysfunction #3: Lack of Commitment
The lack of clarity or buy-in prevents team members from making decisions they will stick to. You can never give too much information to your team; information will allow your team to set clear and realistic expectations. Realistic expectations prevent disappointments, gain employees trust and promote greater buy in from employees.
- Dysfunction #4: Avoidance of Accountability
The need to avoid interpersonal discomfort prevents team members from holding one another accountable. Peer-to-peer accountability is the primary and most effective source of accountability on the leadership team of a healthy organization. A team built around accountability will make higher quality decisions and accomplish more in less time and fewer resources.
- Dysfunction #5: Inattention to Results
The pursuit of individual goals and personal status erodes the focus on collective success. The old saying, “There is no ‘I’ in team”, could not be truer. The aim is to take the focus off the individual members and align the team around common objectives that the teams can work towards as a unit.
Characteristics of High Performing Teams
Teams willing to address the five dysfunctions can experience the following benefits. High performing, cohesive teams:
- Are comfortable asking for help, admitting mistakes and limitations and take risks offering feedback
- Tap into one another’s skills and experiences
- Avoid wasting time talking about the wrong issues and revisiting the same topics over and over again because of lack of buy-in
- Put critical topics on the table and have lively meetings
- Align the team around common objectives
- Retain star employees
Where To Next?
In our next blog post coming out in two weeks, we will be chatting to Scott Flowers our Managing Director in which he will highlight the effectiveness of the Boot Camp team building program and how we aim to build a greater sense of self-belief and self-confidence when operating in highly demanding and stressful work environments.