I’ve had the privilege of working on many high-functioning teams in my previous roles as a marketing leader, product director, and sales executive. I am currently experiencing the same as a Delivery Lead at Atomic Object, a custom software development company. When teams are functioning well, there is a true sense of ownership, commitment, resilience, and pride in the work done and delivered. Yet, it’s always important to keep an eye out for any dysfunction that may creep into team dynamics along the project journey.
Excerpts from “The Five Dysfunctions of a Team” by Patrick Lencioni outline core issues that can derail a team and ways to address them. I believe achieving success in doing so may relate back directly to an organization’s foundational values. Below I outline the five dysfunctions and some root causes, suggestions on how fix each, and conclude with how our values at Atomic help us in that regard.
1. Absence of Trust
- Team members may be reluctant to share concerns or admit mistakes if they don’t feel supported or if isn’t a safe environment to share. Fearing vulnerability can create barriers to healthy collaboration.
- Fixing it includes welcoming divergent viewpoints along with modeling ways to respectfully and constructively disagree. Disagreement happens. Often it is negative reactions to disagreements that erode trust. Thus, it is important to communicate with positive intent when sharing differing opinions.
2. Fear of Conflict
- In the absence of healthy debate, there can be a false sense of harmony or superficial agreement that leads to less-than-optimal decisions.
- Fixing it requires intentionality to welcome, and even encourage, healthy debate so different viewpoints are heard and listened to. Establish effective ground rules and expectations that debate will be met with respect leads to productivity rather than stagnation.
3. Lack of Commitment
- A lead indicator of lack of commitment is when team members nod affirmatively in meetings but the follow-through doesn’t happen. A root of this behavior may be that goals and priorities are unclear, which can cause disengagement or less buy-in to decisions.
- Fixing it requires clarity in showing how decisions ladder up to priorities and how individual team roles impact outcomes. Each person may not ultimately agree with every decision. But you’ll likely achieve buy-in if they know their perspective was heard and considered, and it’s clear what role they play in contributing to the decision.
4. Avoiding Accountability
- If poor performance goes unchecked, then the whole team suffers. Lead indicators can be missed deadlines or lack of follow-through.
- Fixing it involves setting an expectation and belief that accountability is a shared responsibility for each team member. Setting clear expectations with measurable outcomes is one way to objectively evaluate performance and highlight the importance of being accountable to each other.
5. Inattention to Results
- Individual goals are important. But if they overshadow or supersede those of the team then progress can stall.
- Fixing it means helping ensure individual contributions align with team goals. And, importantly, invest time to pause and celebrate team successes and recognize individual contributions toward those achievements.
Atomic’s values help us address dysfunction.
- Think Long Term. Having the freedom to think and plan individually, but also in the construct of high-functioning teams, is beneficial without being restricted to solely deliver on immediate tasks and outcomes.
- Own It. We are collectively responsible for team success in what we produce and deliver for clients. It prevents a “not my problem” mindset which drives accountability.
- Share the Pain. When difficulties or challenges arise, we are committed to holding true to the behaviors of showing empathy, respect, and kindness.
- Teach and Learn. A healthy approach is ensuring all voices are heard and respected. We recognize each other’s strengths and expect teammates to share their expertise for the betterment of colleagues and the team.
- Act Transparently. Being accountable to one another and our clients is paramount. Taking ownership of one’s work is empowering leading to real conversations, not superficial head nods.
- Give a Sh*t. We collectively agree to do things the right way and consistently throughout. If dysfunction presents itself then ignoring it can stand in the way of taking pride in doing a job well done.
5 Dysfunctions of a Team & Core Values
Once one sees these five dysfunctions of a team clearly, then they can’t simply go unseen. But when one understands the dysfunction, then the team can begin to fix it. It’s not always easy. Taking the first step is often the most difficult, but also the most important. What helps is when an organization, like Atomic, has core values and consistently exhibits them. These values set expectations for high-functioning teams which helps us and clients achieve mutually beneficial business objectives. If dysfunction arises in a team, we are committed to addressing it effectively, efficiently, and with purpose by relying on our values.