The Five Dysfunctions

The Five Dysfunctions


 Two things can happen when you take multiple people with their own set of skills, strengths, and personalities and put them on a team. It can result in great progress and growth for the organization, or it can result in dysfunction that causes stagnancy. There are many different reason that a team could be experiencing dysfunction but, in this course, we will focus on five specifics that can be seen as foundational reasons across the board. In this first session, Patrick Lencioni, the best-selling author of The Five Dysfunctions of a Team, explains the meaning of the five dysfunctions and how to identify them.

Patrick Lencioni (Pat) is the Founder and CEO of The Table Group. He speaks and writes about leadership and organizational health and consults to CEOs and their teams. Pat is the author of 10 best-selling books including The Advantage: Why Organizational Health Trumps Everything Else in Business.

BIBLE STUDY SESSION ::
DESCRIPTION
BOOKS, WORKBOOKS & STUDY GUIDES
SESSIONS
KEYWORDS


When we're working on a team, it can be easy to ignore all of the small, uncomfortable situations that arise. But beginning this process of tearing down dysfunction with vulnerability will get us one step closer to wholeness. 

The five dysfunctions of a team are: Absence of trust, fear of conflict, lack of commitment, avoidance of accountability, inattention to results.

Which of these dysfunctions do you personally identify with? Which ones do you think describe your team?
Log In to Continue
(* required)

What makes trust a valuable asset to teamwork? How has the absence of trust affected the teams you’ve been part of?
Log In to Continue
(* required)

How does conflict play out in your team's environment? Do you trust your team members enough to engage in productive conflict? Why or why not?
Log In to Continue
(* required)


The idea of teamwork means nothing if it doesn’t involve a constant and intentional effort from everyone involved to commit. In order for a team to thrive and successfully manage their dysfunctional tendencies, commitment to change must be a priority.