Patrick Lencioni’s model for group performance is used around the world. The simplicity of the model creates insight and understanding that there is a connection between building strong relationships in a group in order to improve the results. The model is an excellent way of communicating the importance of trust and the connection of the same to both individual results and the group’s joint results.
The model also includes a survey consisting of 24 questions, which provides a detailed picture of the common and individual view of the group’s maturity and the challenges that the group faces. By focusing on the parts of the model where the group has its biggest shortcomings, the group can gain clarity in behaviors that arise.
DYSFUNCTION #1: ABSENCE OF TRUST
The fear of being vulnerable prevents team members from building trust with each other.
DYSFUNCTION #2: FEAR OF CONFLICT
The desire to preserve artificial harmony stifles productive ideological conflict within the team.
DYSFUNCTION #3: LACK OF COMMITMENT
The lack of clarity and/or buy-in prevents team members from making decisions they stick to.
DYSFUNCTION #4: AVOIDANCE OF ACCOUNTABILITY
The need to avoid interpersonal discomfort prevents team members from holding each other accountable for their behaviors and performance.
DYSFUNCTION #5: INATTENTION TO RESULTS
The pursuit of individual goals and personal status erodes the team’s focus on collective success.