The Five Dysfunctions of a Team Assessment is a valuable tool for evaluating team dynamics. Based on Patrick Lencioni’s model, this 38-question survey helps identify strengths and areas for improvement across five key areas: trust, conflict, commitment, accountability, and results. It provides insights for leaders to enhance collaboration and overall team performance.
The Five Dysfunctions
The five dysfunctions, as outlined by Patrick Lencioni, are absence of trust, fear of conflict, lack of commitment, avoidance of accountability, and inattention to results. These interrelated issues hinder team cohesion and performance, often stemming from unaddressed trust gaps.
Absence of Trust
The absence of trust is the first and most fundamental dysfunction in a team, as it creates a ripple effect on all other dynamics. According to Patrick Lencioni, trust is the foundation of a healthy team, enabling members to be vulnerable and open with one another. Without trust, team members hesitate to share their true thoughts, fearing criticism or judgment. This reluctance leads to guarded behavior, which stifles collaboration and innovation. The assessment identifies trust gaps by asking questions about transparency, reliability, and camaraderie. For instance, questions like “Do team members openly share their concerns?” or “Are conflicts resolved constructively?” help gauge the level of trust. A lack of trust often manifests as defensiveness, withholding feedback, or avoiding difficult conversations. Teams with low trust struggle to engage in productive conflict, leading to unresolved tensions and poor decision-making. Addressing this dysfunction is critical, as trust is the cornerstone for overcoming the other four dysfunctions. By fostering a culture of vulnerability and mutual respect, leaders can build the trust necessary for a high-performing team.
Fear of Conflict
The fear of conflict is the second dysfunction, often arising when team members avoid engaging in productive debates due to discomfort or fear of tension. This reluctance stifles creativity and prevents the team from exploring diverse perspectives, ultimately leading to suboptimal decisions. The assessment evaluates this dysfunction through questions like, “Are team members willing to challenge each other’s ideas?” or “Do discussions often avoid critical issues?” A team plagued by this fear may exhibit artificial harmony, where individuals refrain from expressing dissenting views to maintain superficial peace. This avoidance can result in unresolved issues, lack of buy-in, and a general sense of disengagement. Overcoming the fear of conflict requires fostering an environment where constructive debate is encouraged and valued. Leaders must model behaviors that demonstrate conflict as a natural and necessary part of collaboration. By addressing this dysfunction, teams can move beyond superficial agreement and engage in meaningful discussions that drive innovation and progress. Constructive conflict is essential for aligning the team and ensuring commitment to shared goals.
Lack of Commitment
Lack of commitment arises when team members are hesitant to buy into decisions or align with the team’s direction. This dysfunction often stems from unclear expectations, poor communication, or unresolved debates. The assessment evaluates commitment through questions like, “Are team members hesitant to commit to decisions?” or “Do individuals seem disengaged from team goals?” Teams experiencing this dysfunction may struggle with follow-through, as ambiguity or lack of clarity leads to hesitation. Without clear buy-in, progress is hindered, and accountability becomes challenging. Overcoming this requires leaders to foster open dialogue, ensure decisions are clear, and gain explicit agreement from all members. When teams commit collectively, they are more likely to hold themselves accountable and work toward shared objectives. This dysfunction is deeply intertwined with trust and conflict, as unresolved issues in those areas can exacerbate a lack of commitment. Addressing this ensures teams move forward with unity and purpose, driving tangible results and fostering a culture of accountability. Clear communication and active participation are key to mitigating this dysfunction and ensuring alignment.
Avoidance of Accountability
Avoidance of accountability occurs when team members fail to hold themselves and others to high standards of performance and behavior. This dysfunction often manifests when individuals shy away from confronting underperformance or hesitate to take responsibility for collective outcomes. The assessment includes questions like, “Are team members reluctant to call out unmet commitments?” or “Does the team avoid discussing performance gaps?” When accountability is lacking, teams tend to miss deadlines, tolerate subpar work, and struggle to achieve their goals. This dysfunction is closely tied to trust and commitment, as without a foundation of trust, team members may avoid holding each other accountable due to fear of conflict or judgment. Overcoming this requires leaders to model accountability, establish clear expectations, and create a culture where feedback is embraced rather than avoided. When teams embrace accountability, they foster a environment of responsibility, transparency, and shared ownership, which ultimately drives better results. Addressing this dysfunction ensures that teams can address challenges directly and maintain high standards of performance. Without accountability, teams risk stagnation and underachievement, making it a critical area to address for long-term success.
Inattention to Results
Inattention to results occurs when team members prioritize individual interests or interpersonal harmony over the collective goals of the team. This dysfunction often arises when there is a lack of clarity around priorities or when team members are not held accountable for driving outcomes. The assessment includes questions such as, “Does the team regularly review progress toward its goals?” or “Are decisions made with the broader team objectives in mind?” When a team is inattentive to results, it can lead to poor decision-making, missed deadlines, and a lack of focus on what truly matters. This dysfunction is closely tied to the absence of trust and fear of conflict, as teams may avoid difficult discussions about priorities or performance. Overcoming this requires leaders to establish clear goals, encourage a results-oriented mindset, and ensure that all team members are aligned around common objectives. By focusing on results, teams can avoid complacency and maintain a sense of purpose and direction. Addressing this dysfunction is critical for achieving long-term success and ensuring that the team remains committed to its shared vision. Without attention to results, teams risk underperforming and losing sight of their primary goals.
The Assessment Process
The Five Dysfunctions of a Team Assessment is a structured 38-question survey designed to evaluate team dynamics. It uses a scale to gauge responses, providing insights into trust, conflict, commitment, accountability, and attention to results. The process includes clear administration guidelines to ensure accurate and honest feedback, serving as a benchmark for improvement.
Purpose of the Assessment
The primary purpose of the Five Dysfunctions of a Team Assessment is to provide leaders and team members with a clear understanding of their team’s strengths and weaknesses. Based on Patrick Lencioni’s model, this 38-question survey is designed to evaluate the five key dysfunctions: absence of trust, fear of conflict, lack of commitment, avoidance of accountability, and inattention to results. By identifying these areas, the assessment helps teams recognize where they may be underperforming and provides a foundation for improvement. The tool serves as a benchmark, not a final evaluation, allowing teams to track progress over time. Its goal is to foster open dialogue, encourage collaboration, and guide targeted interventions to enhance overall team effectiveness. Ultimately, the assessment aims to empower teams to overcome their dysfunctions and achieve greater alignment, productivity, and success. It is a valuable resource for leaders seeking to build a cohesive and high-performing team.
Structure of the Assessment
The Five Dysfunctions of a Team Assessment is a structured, 38-question survey designed to evaluate a team’s performance across five critical areas: absence of trust, fear of conflict, lack of commitment, avoidance of accountability, and inattention to results. Each question is carefully crafted to address specific behaviors or attitudes within these categories, ensuring a comprehensive evaluation. The assessment is divided into five sections, each corresponding to one of the dysfunctions, with questions that prompt participants to rate their team’s dynamics on a numerical scale. This scale typically ranges from 1 to 5, allowing respondents to indicate the degree to which they agree or disagree with each statement. The survey is available in both printable PDF and online formats, making it accessible for various administration preferences. Instructions are provided to guide participants on how to complete the assessment honestly and efficiently. Additionally, the structure includes clear scoring guidelines to help interpret the results, ensuring that teams can identify areas of strength and weakness with precision. This organized approach ensures that the assessment is both user-friendly and effective in pinpointing opportunities for improvement.
Administration Guidelines
The Five Dysfunctions of a Team Assessment is designed to be straightforward and efficient, ensuring accurate and meaningful results. To administer the assessment effectively, leaders should distribute the 38-question survey to all team members, either via email or through an online platform. It is crucial to emphasize the importance of honesty and confidentiality to encourage candid responses. Participants should be instructed to complete the survey individually, without collaboration or discussion, to ensure authenticity. The assessment is typically completed within 15–20 minutes, depending on the respondent’s familiarity with the team dynamics. Once all responses are submitted, the data is compiled and analyzed to generate a comprehensive report. Leaders are encouraged to review the results carefully and share key findings with the team in a constructive manner. Additional resources, such as scoring guidelines and interpretation tools, are often provided to help teams understand their results and develop actionable plans for improvement. By following these guidelines, organizations can maximize the value of the assessment and foster a culture of openness and growth.
Interpreting Results
The assessment provides a detailed report, highlighting scores for each of the five dysfunctions. Leaders can interpret these results to identify strengths and areas needing improvement. The scoring system offers a clear framework for understanding team dynamics and guiding actionable steps for enhancement.
Scoring Methodology
The Five Dysfunctions of a Team Assessment uses a structured scoring system to evaluate team performance. Each of the 38 questions is mapped to one of the five dysfunctions, with responses typically measured on a Likert scale (e.g., 1-5 or 1-7). The scoring methodology aggregates individual responses to provide an overall team score for each dysfunction. Higher scores generally indicate healthier dynamics, while lower scores highlight areas needing attention. The assessment categorizes results into levels, such as “High,” “Moderate,” or “Low,” to simplify interpretation. This approach ensures clarity and provides a benchmark for tracking progress over time. The scoring system is designed to be user-friendly, allowing leaders to quickly identify priorities for improvement. By focusing on specific metrics, teams can address weaknesses systematically and foster a more collaborative environment. This methodology emphasizes actionable insights, helping teams move from assessment to meaningful change effectively.
Analysis of Outcomes
The Five Dysfunctions of a Team Assessment provides a comprehensive analysis of outcomes, enabling teams to understand their strengths and weaknesses. The results are categorized into five key areas: absence of trust, fear of conflict, lack of commitment, avoidance of accountability, and inattention to results. Each category is scored and interpreted to identify the severity of dysfunction. Teams receive a detailed report highlighting areas of excellence and those requiring improvement. The analysis offers actionable insights, such as identifying trust gaps, conflict avoidance patterns, or commitment issues. Leaders can use these findings to address specific challenges and develop targeted strategies for enhancement. The outcomes also serve as a benchmark for tracking progress over time, allowing teams to measure the effectiveness of their improvement efforts. By focusing on data-driven results, teams can create a roadmap for overcoming dysfunctions and achieving greater cohesion and success. This analytical approach ensures that teams not only understand their current state but also have a clear path forward for growth and development.
Overcoming Dysfunctions
Overcoming the Five Dysfunctions requires addressing each issue systematically. Building trust, fostering healthy conflict, securing commitment, ensuring accountability, and focusing on results are key. Effective strategies include transparent communication, active participation, and consistent follow-up to create a cohesive and high-performing team.
Effective Strategies
Addressing the Five Dysfunctions of a Team requires targeted and actionable strategies. First, fostering trust involves encouraging vulnerability and open communication among team members. Leaders should model transparent behavior, creating a safe environment where individuals feel comfortable sharing their thoughts and concerns. Second, embracing healthy conflict encourages constructive debate, ensuring that all perspectives are heard and valued. This helps teams make informed decisions and avoid passive-aggressive behavior. Third, building commitment involves clarifying goals and ensuring everyone understands their role in achieving them. Regular check-ins and progress updates can reinforce alignment and accountability; Fourth, establishing accountability requires clear expectations and consistent follow-through. Team members should hold themselves and each other to high standards, addressing lapses promptly and respectfully. Finally, focusing on results means prioritizing collective success over individual agendas. Leaders should regularly remind the team of its shared objectives and celebrate progress toward achieving them. By implementing these strategies, teams can overcome dysfunction and achieve lasting improvements in collaboration and performance.
Recommended Tools
To effectively address the Five Dysfunctions of a Team, several tools and resources can be employed. The 38-question assessment developed by Patrick Lencioni is a cornerstone for identifying team strengths and weaknesses. This tool provides a comprehensive evaluation of trust, conflict, commitment, accountability, and results, offering a clear roadmap for improvement. Additionally, team surveys and feedback mechanisms can help leaders gather ongoing insights into team dynamics. Progress tracking software can monitor accountability and ensure alignment with shared goals. Communication platforms like Slack or Microsoft Teams can foster open dialogue and reduce misunderstandings. Workshops and training sessions focused on building trust and encouraging healthy conflict are also highly effective. Furthermore, accountability frameworks such as scorecards or dashboards can help teams stay on track and address lapses promptly. By leveraging these tools, leaders can create a structured approach to overcoming the dysfunctions and building a high-performing team. These resources not only diagnose issues but also provide practical solutions for sustained improvement.
The Five Dysfunctions of a Team Assessment is a powerful framework for identifying and addressing the root causes of team inefficiency. By focusing on the five key areas—absence of trust, fear of conflict, lack of commitment, avoidance of accountability, and inattention to results—teams can gain clarity on their strengths and weaknesses. The 38-question assessment provides a detailed snapshot of team dynamics, enabling leaders to pinpoint specific areas for improvement. This tool not only diagnoses issues but also serves as a catalyst for meaningful change. Leaders who prioritize building trust, fostering open communication, and promoting accountability can create an environment where teams thrive. While overcoming the dysfunctions requires ongoing effort, the benefits of a cohesive, high-performing team far outweigh the challenges. By leveraging the insights from this assessment, organizations can unlock their full potential and achieve lasting success.
