No matter the size of your company, occasions of team dysfunction are bound to present themselves at some point. According to Patrick Lencioni, author of The Five Dysfunctions of a Team, there are 5 clearly defined ways in which teams suffer. Though being aware of these obstacles, as well as how they occur is important, it’s only half the battle. So, instead of leaving you with only the things that can break your team down, we’ve decided give you the tools to refortify it as well! Here is your game plan for when dysfunction disrupts, based on our book, 5 Daily Choices Winners Make. P.S. – Fill out the contact form at the bottom of this post for a free e-copy, just put “eBook” in your message, and we’ll email it right to you!
Dysfunction: Avoidance of Accountability
The need to avoid interpersonal discomfort prevents team members from holding one another accountable for their behaviors and performance.
Choose to: Own It
When we point fingers, sit in denial, or make excuses (sometimes we like to call those “reasons”), we are playing the role of the victim. This prolongs the problem, and inhibits exploration for a solution. When you choose to “Own It,” you take the power back, and you’re able to respond, rather then react.
Dysfunction: Lack of Commitment
The lack of clarity or buy-in prevents team members from making decisions they will stick to.
Choose to: Fully Engage
There’s a significant difference in performance between employees who participate and those who engage. Participation is showing up to work (taking action), while engagement is the attitude you come to work with (make an investment). Encourage engagement from your team by creating a culture of purpose, setting the example of positive attitude, and showing your interest in others.
Dysfunction: Absence of Trust
The fear of being vulnerable with team members prevents the building of trust within the team.
Choose to: Seek Enlightenment
Trust is a learning process, and it takes openness to all sorts of information. When we choose to Seek Enlightenment, we are choosing to listen to the perspectives, ideas, and interests of others. Build trust by getting rid of the words, “I know.” When we say “I know” to people on our team, we’re telling them we don’t care, even if that isn’t our intention. When we say “I know” to ourselves, we limit the amount of opportunity we are exposing ourselves to. Trust: learn to earn.
Dysfunction: Inattention to Results
The pursuit of individual goals and personal status erodes the focus on collective success.
Choose to: Embrace Mistakes
Mistakes are inevitable, and they often happen when actions aren’t in line with intention. When you or someone on your team has missed their mark, remember how valuable coaching opportunities like this can be for growth. Fail fast, learn faster. Another tip: be grateful for these bumps in the road, the sooner they happen, the quicker they’re corrected, and the better they can be avoided in the future.
Dysfunction: Fear of Conflict
The desire to preserve artificial harmony stifles the occurrence of productive, ideological conflict.
Choose to: Have FUN
Conflict doesn’t have to be an ugly thing. When the sense of culture is strong and employees are having fun together, conflict can be fuel for innovation. Encourage playfulness within your team, demonstrate comradery, and use communication that dissects conflict, instead of masking it.
Ultimately, dysfunction is relieved by choice. Make your first choice to Seek Enlightenment, and get the full scope of high performance team development by attending our free learning event!
Date: March 24th, 2016
Time: 8:00 – 10:00 am
Location: Corporate Alliance of San Diego, 9171 Towne Centre Drive #180, San Diego, CA 92122
