DYFUNCTION

S OF A TEAM
P R E S E N T E D B Y: -
B H A R AT G AW D E 4 3
SANGRAM RAUT 49
THE MODEL :
DYFUNCTION 1:
Level 1 : Absence of Trust
The bottom of the pyramid and the launchpad for all five dysfunctions is an absence of trust. While an absence of
trust is something that could have occurred in any company at any time, ensuring trust among your team is
more important than ever in today’s work environment.
Example:
Teams who lack trust conceal weaknesses and mistakes, hesitate to ask for help, jump to conclusions about the
intentions of others, hold grudges and dread meetings
DYFUNCTION 2:
Level 2: Fear of Conflict
. It’s important to see conflict can be a benefit to your business. Look at diversity, whether it’s in terms of race,
age, or another characteristic, as an opportunity to welcome innovation.
Example:
Employees who engage in gossip or rumors about their coworkers. Employees who take credit for someone else's
work and do not recognize their contribution. Employees who create a hostile environment for their
coworkers in order to get ahead.
DYFUNCTION 3:
Level 3: Lack of Commitment
Commitment on a team arises when all members agree with the decisions made. If they don’t, they won’t really
commit, because they will probably start doing things in their own way. This  will create ambiguity, which is
the best evidence of this dysfunction,
Example:
. When fear of conflict is present, peers are unable to engage in productive conflict, and the team is unable to
access team members' perspectives and opinions.
 Level 4: Avoidance of Accountability
When team members refuse to openly discuss problems of performance or behavioral issues, a team becomes
dysfunctional. The evidence of the fourth dysfunction, according to Lencioni, is low standards, which no one
really tries to raise. Scared to break up personal relationships, people prefer to turn a blind eye to any
negative aspects of the work or behavior of their peers. However, acting like this, they only reach the opposite
effect, provoking more dissatisfaction, which eventually deteriorates  relationships instead of saving them.
Example:
Avoidance of accountability creates an environment in which team members put their individual needs (such as
DYFUNCTION 4:
career) or even divisional needs (such as status) above the team's need for results. Caring about something
more than the collective goals of the team
DYFUNCTION 5:
Level 5: Inattention to Results
Failing to keep in mind the ultimate goal shared by the whole team, team members shift their focus and pay
excessive attention to their own needs, personal or professional. It is like not seeing the woods for the trees,
and it obviously has a negative impact on the overall results. For this reason, the evidence of the fifth
dysfunction is ego and status.
Example:
With all of the stars focused on achieving individual records, they don't pay attention to team results. She points
out that a good sports coach can focus a team on results because there is a clear and easy-to-define
benchmark: the win-loss record.

THANKYOU!