Aim
To help teams understand and overcome the five common barriers that prevent high performance. Based on Patrick Lencioni’s model, participants will explore how trust, conflict, commitment, accountability, and results influence team effectiveness, and develop practical strategies for building stronger relationships, improving collaboration, and achieving better outcomes together.
Details
Duration: Half day or Full day
Availability: Phuket, Bangkok, Singapore, Malaysia. In fact, anywhere you want.
Participants Will Learn To:
- Understand the Five Dysfunctions of a Team model and how each dysfunction affects team performance
- Recognise the importance of vulnerability-based trust as the foundation of high-performing teams
- Build greater trust through openness, honesty, and authentic communication
- Distinguish between healthy, productive conflict and destructive conflict
- Develop the confidence to engage in constructive debate and share differing viewpoints
- Improve decision-making by encouraging diverse perspectives and open discussion
- Increase commitment by ensuring team members are aligned and understand shared decisions
- Foster a culture of accountability where team members hold themselves and each other to agreed standards
- Focus on collective results rather than individual goals or departmental priorities
- Identify behaviours that contribute to or undermine team effectiveness
- Recognise their own role in creating a high-performing team culture
- Develop practical strategies to address the dysfunctions within their own team
- Create a shared action plan to improve teamwork, accountability, and long-term performance
Workshop Overview
Patrick Lencioni, founder of The Table Group, is a well-known management consultant and author of multiple books on organisational health including his most famous “The Five Dysfunctions of a Team”, published in 2002 (read my brief book review). This work is perhaps one of the most widely read leadership books on the planet and can be found on any list of recommended business books.
As its title suggests, there are five dysfunctions that often prevent teams from reaching their true potential. These are:
- Absence of trust
- Fear of conflict
- Lack of commitment
- Avoidance of accountability
- Inattention to results
Looked at another way, there are five requirements for a succsseful team:
- Trust
- Productive conflict
- Commitment
- Accountability
- Focus on results
Imagine a pyramid with five levels. Trust (or in this case, the absence of trust) forms the foundation layer of the pyramid. Each subsequent dysfunction forms a new layer, building upon one another, until we reach the top of the pyramid and the overall raison d’être of a team; results. Get one or more behavious wrong and the pyramid will start to wobble. It might not fall down (dysfunctional teams can still operate, and frequently do!) but a team’s true potential will likely remain elusive.
Absence of Trust: Without trust, collaboration breaks down, communications fail, team members avoid each other, and silos develop.
Fear of Conflict: Respectful conflict, not personal attacks, can result in greater innovation and responsive teams. A fear of conflict causes teams to stagnate and make poor decisions.
Lack of Commitment: Poor buy-in of new ideas and strategies will result in missed opportunities and a decline in quality standards.
Avoidance of Accountability: When individuals fail to hold themselves and their colleagues accountable, it creates a cycle of poor performance and apathy.
Inattention to Results: If team members prioritise individual success over the group’s goals, the result is underperformance and missed accomplishments.
This workshop begins with an assessment of your team that highlights the team’s current level of performance for each behaviour. This assessment tool will reflect the strongest and weakest areas within your team with reference to the model and highlight areas in need of improvement.
Once the team knows where they stand, we’ll look at each level of the pyramid in turn, with particular attention being paid to the weakest areas. We’ll discuss what each behaviour means and look at ways in which your team can overcome each dysfunction. We’ll generate ideas that are specific to your team and create a concrete action plan to aid in your team’s development.
This is an opportunity for open and honest conversations about where your team is currently struggling and where you would like to be. As your facilitator, part of my role is to create a safe space for these discussions. They are important conversations if you are to overcome the five dysfunctions and move towards greater collaboration and results.
Get in touch and request a full workshop outline.