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Team Assessment: The Five Dysfunctions of A Team by Patrick Lencioni

The document discusses the five dysfunctions of a team according to Patrick Lencioni. It provides a team assessment for individuals to evaluate their team, with statements about team behaviors rated on a scale. It discusses scoring and interpreting the assessment, with descriptions of each dysfunction and strategies to overcome them. The document aims to help teams identify areas of weakness and improve performance.

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Aleksandar
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626 views4 pages

Team Assessment: The Five Dysfunctions of A Team by Patrick Lencioni

The document discusses the five dysfunctions of a team according to Patrick Lencioni. It provides a team assessment for individuals to evaluate their team, with statements about team behaviors rated on a scale. It discusses scoring and interpreting the assessment, with descriptions of each dysfunction and strategies to overcome them. The document aims to help teams identify areas of weakness and improve performance.

Uploaded by

Aleksandar
Copyright
© © All Rights Reserved
We take content rights seriously. If you suspect this is your content, claim it here.
Available Formats
Download as PDF, TXT or read online on Scribd
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The Five Dysfunctions of a Team by Patrick Lencioni

Team Assessment
Instructions: Use the scale below to indicate how each statement applies to your team.
It is important to evaluate the statements honestly and without over-thinking your
answers.

3 = Usually 2 = Sometimes 1 = Rarely

1. Team members are passionate and unguarded in their discussion of issues.


2. Team members call out one another’s deficiencies or unproductive behaviors.
3. Team members know what their peers are working on and how they contribute to
the collective good of the team.
4. Team members quickly and genuinely apologize to one another when they say
or do something inappropriate or possibly damaging to the team.
5. Team members willingly make sacrifices (such as budget, turf, head count) in
their departments or areas of expertise for the good of the team.
6. Team members openly admit their weaknesses and mistakes.
7. Team meetings are compelling, and not boring.
8. Team members leave meetings confident that their peers are completely
committed to the decisions that were agreed on, even if there was initial disagreement.
9. Morale is significantly affected by the failure to achieve team goals.
10. During team meetings, the most important—and difficult—issues are put on the
table to be resolved.
11. Team members are deeply concerned about the prospect of letting down their peers.
12. Team members know about one another’s personal lives and are comfortable
discussing them.
13. Team members end discussions with clear and specific resolutions and calls to action.
14. Team members challenge one another about their plans and approaches.
15. Team members are slow to seek credit for their own contributions, but quick to
point out those of others.
Scoring
Combine your scores for the preceding statements as indicated below:

Dysfunction Dysfunction Dysfunction Dysfunction Dysfunction


I: Absence 2: Fear of 3: Lack of 4: Avoidance 5: Inattention
of Trust Conflict Commitment of to Results
Accountabilit
y
Statement 4: ___ Statement 1: ___ Statement 3: ___ Statement 2: ___ Statement 5: ___
Statement 6: ___ Statement 7: ___ Statement 8: ___ Statement 11: ___ Statement 9: ___
Statement 12: ___ Statement 10: __ Statement 13: ___ Statement 14: ___ Statement 15: ___
Total: Total: Total: Total: Total:

A score of 8 or 9 is a probable indication that the dysfunction is not a problem for your
team. A score of 6 or 7 indicates that the dysfunction could be a problem.
A score of 3 to 5 is probably an indication that the dysfunction needs to be addressed.

Regardless of your scores, it is important to keep in mind that every team needs constant work,
because without it, even the best ones deviate towards dysfunction.

Inattention to Results leads to / is characterized by


Status and Ego
Avoidance of Accountability leads to / is characterized
by
Toleration of Low Standards
Lack of Commitment leads to / is characterized by a
Sense of Ambiguity
Fear of Conflict leads to / is characterized by False
Harmony
Absence of Trust leads to / is characterized by
Invulnerability

NAME OF Absence of Fear of Lack of Avoidance of Inattention to


STAFF: Trust Conflict Commitment Accountability Results
Strategies for Overcoming…

Absence of
Trust
• Identify and discuss individual strengths and weaknesses
• Spend considerable time in face-to-face meetings and working sessions

Fear of Conflict
• Acknowledge that conflict is required for productive meetings
• Understand individual team members’ natural conflict styles, and establish
common ground rules for engaging in conflict.

Lack of Commitment
• Review commitments at the end of each meeting to ensure all team members are aligned
• Adopt a “disagree and commit” mentality—make sure all team members are
committed regardless of initial disagreements.

Avoidance of Accountability
• Explicitly communicate goals and standards of behavior.
• Regularly discuss performance versus goals and standards.

Inattention to Results
• Keep the team focused on tangible group goals.
• Reward individuals based on team goals and collective success.
Mine for Conflict

#1: Absence of Trust


The fear of being vulnerable with team members prevents the building of trust within the team.

#2: Fear of Conflict


The desire to preserve artificial harmony stifles the occurrence of productive, ideological conflict.

#3: Lack of Commitment


The lack of clarity or buy-in prevents team members from making decisions they will stick to.

#4: Avoidance of Accountability


The need to avoid interpersonal discomfort prevents team members from holding one another accountable for their
behaviors and performance.
#5: Inattention to Results
The pursuit of individual goals and personal status erodes the focus on collective success.

The Source for Organizational Health www.tablegroup.com © The Table Group, Inc. All rights reserved.

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