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A Leadership Fable About Team Building

I recently re-read “The Five Dysfunctions of a Team” by Patrick Lencioni for a class and wanted to share a summary of the book and my application to the principles and topics he presents in his book.

A Team of Chaos

The story begins with the new CEO of Decision Tech, Kathryn Peterson. Kathryn walks into work and experiences an executive team in chaos. She realizes she has to try and figure out how to cope with the mess. As she begins to diagnose what has gone wrong with the top staff members,  she must fix the issues before the entire organization is put in jeopardy. During the process, she learns some valuable lessons that help her to eventually create a functional team. The concepts that are illustrated are simple, yet profound. We learn two things about teams: many organizations fail to actually achieve teamwork and the those that experience five common pitfalls.

The book describes them as the “Five Dysfunctions of a Team,” and they are:

1. Lack of trust- Team members are hesitant to communicate openly and honestly when they are afraid or do not trust other members of the team. Feelings and thoughts are kept hidden. Every member shy away from taking responsibility for fear of making a mistake too costly. The platform of trust is non-existent because honest communication is not happening.
2. Fear of confrontation- Teammates that do not trust one another will not be willing to confront each other. Keeping feelings and thoughts hidden prevent communication from happening which results in no constructive or healthy conflict resolution. Without discussions, ideas never come into existence and the progress of the team becomes mute and ineffective.
3. The absence of commitment- Team members that are not committed to the team ends up just going through the motions and never take the opportunity to change. Progress never goes anywhere.
4. The absence of accountability- Team members that do not trust one another have no motivation to confront other members that are not committed to the team. Honest communication is still non-existent and without trust, commitment and honesty there is no standard of accountability. Every effort to proceed is faced with lack of focus, low energy, no accountability. Everything begins to fall apart.
5. Failure to focus on goals- The book points out that members of a dysfunctional team seek to pursue individual or departmental goals over the team’s goal. Motives could include scoring ego points or getting back at a rival at work.

A Team of Cohesion

In contrast to what a dysfunctional team will look like, we get an image of how a successful team operates. A functional team trusts each other and speaks openly and honestly with members in communication. When communication is open, ideas are constantly flowing. These ideas are debated, discussed and decisions are made with resolution and a plan to implement the strategy. Functional teams hold each other accountable to each person’s individual work as well as their contribution to team activities. Individuals show their value to the team by performing excellent work and work with other team members to get the job done with the team’s goals in mind.

Healthy Teams Do this Right

1. Trust- In the context of team unity, trust represents the confidence that others are not working against each member of the team. Each member of the team has good intentions and keeps other members needs most of the time ahead of their own needs.
2. Confrontations- Conflict is not always good or bad. There are healthy methods of dealing with conflict. Constructive conflict is open, honest and goal-directed. It is a necessary good in order to have a functional team.
3. Commitment- Teams work effectively when they can agree on the common goals and understand the commitment it takes to achieve those goals. Techniques that are presented are:
4. 1. The decision by consensus- Decision-making includes everyone on the team
   2. Reliability- Team members commit to having a clear decision and do not procrastinate or defer decisions.
   3. Wrap-up- A short wrap-up or recap helps to give a summary of the meeting so confusion on topics can be mitigated.
   4. Set deadlines- Team members need to know when there is an endpoint to complete a task. Deadlines help to ensure people are committed and give opportunities for accountability.
   5. Scenario analysis- Problem-solving helps to create a commitment to make ideas better.
   6. Commitment in the small thing- Having commitment in relatively small decisions helps to build commitment and unity in big decisions that affect more people.
5. Accountability- Progress in the team cannot happen when accountability is not administered. Accountability used in the right manner helps to engage and encourage a healthy team atmosphere.
6. Goal Focus- Improve team performance and goal achievement, by public commitments made by each member of the team. Reward systems pay members when goals are accomplished.

How should I respond to what I’ve learned?

After reading this book again for the third time in ten years, I realize that I fail at making this a reality for the teams I am a part of. I try and cut corners to make it easier for myself, all-the-while thinking it is benefitting others too. As a Christian leader, I should turn to what God says about leadership in the Bible, more than I turn to business books. It is so easy for me to just grab a new business book with “new techniques” that end up being re-packaged ideas.

In the book of 1 Peter, we read that we should “clothe yourselves in humility…God opposes the proud but gives grace to the humble…” To be an effective leader I have to follow Christ’s example of serving those I lead. He washed their feet. Fed them and gave them water to drink. Jesus eventually lowered Himself so that He could be exalted at the right hand of God.

Healthy Dialogue, Constructive Conflict

As a leader, God has put me in my sphere people for a reason. The test of a true leader is learning to lead the way Jesus Christ did in His time on earth.  In doing so, I will build trust with other team members, have healthy dialogue and constructive conflict, maintain accountability, show my commitment to excellence by the work I achieve and help the team reach goals. I know that doing these things does not always equate to success right away.

Example from Scripture

Mordecai’s response to Esther when she was afraid to speak to the King on behalf of the Jews was profound. He told her that God put her in her position, close to the King’s ear for a specific purpose. If she wasn’t going to leverage her position, God would find someone else. I realize I am a small person in a large world and not important in the grand scheme of life, yet God still wants to use me to accomplish His mission. Like Esther, I am in this place of responsibility “for such a time as this.”

God in His infinite wisdom and grace has chosen me to lead people in my spheres of influence. I do not want to miss the opportunity that God has laid before me. This is a blessing. My desire is to help cultivate service in and for others. I have learned that humility is what reaps success, not pride and self-gratification.

Eighteen years of leadership has taught me there is still much for me to learn when it comes to leading myself, others, and an organization.

Four ways to evaluate my leadership

1. Intentionality- I need to be proactive in helping to foster trust within the team. One way to do this is to make myself vulnerable and share openly and honestly with them about my short-comings and areas that I want them to confront me and hold me accountable for leading them.
2. Understanding- In order to serve them best, I need to know them on a personal level. A surface-level relationship will always die and never grow unless there is cultivation.
3. Forgiveness- I need to ask for forgiveness often and give it to others even if they do not ask for it. It is a gospel principle. Forgive others because forgiveness was offered to me.
4. Discipline- Consistency with discipline and accountability builds trust. I am doing my team and organization a disservice if I do not hold them accountable for their actions. This also goes for me as well, if I do not follow-through. The expectation is that they would hold me accountable.

I know that this is a process and will not be easy, and at times will be inconvenient, but it helps to model the gospel. Being consistent is an important action in leadership. Inconsistency breeds confusion and confusion gives way to dysfunction. I must create habits and become intentional in my relationships. Understand the needs of others. Demonstrate forgiveness, and pray that God will change my heart and the hearts of others during discipline. God has charged me with the responsibility to build a character that is consistent with Scripture. Doing this consistently leads others toward the gospel.

Stay Connected

If you want to read the book for yourself click here to order it.

Read some of my earlier posts:

Fully Known Deeply Loved

A Piece of Something Bigger

I’d love to hear your thoughts on how you can make a difference on teams you’re a member. Leave a comment and I’ll get back to you.