The Five Dysfunctions Of A Team PDF

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The Five Dysfunctions Of A Team is a self-help book created by Patrick Lencioni. It was first released in 2002, and has since sold over 1 million copies. The book centers on a model that illustrates the five dysfunctions which occur in any team, regardless of its make up or purpose. The dysfunction described is: Absence of Trust, Fear of Conflict, Lack of Commitment, Avoidance of Accountability and Inattention to Results.

The Five Dysfunctions of a Team was originally titled The Five Teams, but the publisher suggested that it would help sales if they reworded it to address teamwork in general. The book is written by Patrick M. Lencioni author of Death by Meeting and other best sellers.

The Five Dysfunctions of a Team: A Leadership Fable is a parable about a manager who struggles to resolve a lack of trust among his direct reports. This book highlights the importance of four factors necessary for team dysfunctions to occur: Absence of Trust, Fear of Conflict, Lack of Commitment and Inattention to Results

The Five Dysfunctions of a Team by Patrick Lencioni teaches leaders and teams to work together more effectively. It identifies five key areas that, if strengthened, will lead to a cohesive team: trust, conflict, commitment, accountability and results.

The Five Dysfunctions Of A Team Overview

The Five Dysfunctions of a Team is a useful tool for self-evaluation and team-building. In the context of this book, I am using the term “dysfunction” to refer to a pattern of behavior that is counterproductive to effective teamwork.

The Five Dysfunctions of a Team assessment is designed for individuals who want to improve their ability to work effectively in teams. The assessment consists of 40 questions that you must answer honestly.

Once you have completed the assessment, you will receive your results along with suggestions on how you can improve your effectiveness as a team member or leader.

The Five Dysfunctions Of A Team PDF


You can have the most talented people in the world on your team, but if you don’t do something about those five dysfunctions and let them take hold, you’ll never be as productive as you should be. You’ll never reach your full potential.

Trust One Another

The essential element for any team to be successful is trust. It’s the glue that holds everything together. And it comes from being consistent, transparent and fair with each other.

When you rely on each other and know that they will be there when you need them, things flow much more smoothly than if you are always worrying whether someone is going to let you down or stab you in the back. A team with a strong sense of trust feels confident enough to take risks and experiment with new ideas because they know their teammates are committed to the cause at hand—and have their backs when needed.

Trust takes time to build but can be lost in an instant if broken. It is like a bank account: deposits (being consistent) accrue interest over time; withdrawals (being inconsistent) lead to overdrafts and penalties; withdrawals aren’t always negative though—sometimes people just want money from their accounts! There needs t…

Engage in Unfiltered Conflict Around Ideas

When you have a team or group of people and they’re not 100% aligned on the same vision, it can be difficult to execute. It’s important that the team understands their roles, responsibilities and expectations clearly so that each person knows what is expected of them. This enables them to bring their best work forward in order to achieve the best results for the overall business.

The Five Dysfunctions of a Team focuses on how groups function as a whole when they aim towards achieving shared goals together with complementary skillsets and knowledge bases. However, because it’s easy for teams to become dysfunctional over time if their leader doesn’t recognize how disfunctional patterns play out within meetings and other interactions between members – this book offers advice about how managers can intervene early on before things spiral downward into chaos.”

Commit to Decisions and Plans of Action

  • Commitment to decisions and plans of action
  • How to achieve commitment to decisions and plans of action
  • What to do if commitment to decisions and plans of action is lacking
  • Example of a commitment to decisions and plans of action

Hold One Another Accountable for Delivering Against Those Plans

As a leader, you should hold your team members accountable for delivering against their commitments. If someone says they’ll do something, it’s up to you to make sure that person does it. That doesn’t mean micromanaging or being a pain in the butt; rather, it means helping them get there with clear communication and frequent check-ins—as well as providing resources so they can succeed.

If someone on your team misses an important deadline or fails to deliver on an assignment they said they would complete by a certain date, don’t let them off the hook without any consequences (even if you have no choice but to let them go). The world is too chaotic and uncertain for this sort of behavior to be tolerated—especially when other team members are counting on each other’s promises being fulfilled!

Focus on the Achievement of Collective Results

The final dysfunction, focus on the achievement of collective results, is a team activity. If you want your team to succeed, you must make sure everyone is focused on the same goal. Achieving this means that everyone is working together toward a common purpose or mission. You’ll notice that there are several synonyms for “collective results” in this list:

  • Results
  • Goals
  • Objectives
  • Outcomes

In addition to being able to recognize these terms when they appear in an article or presentation, it’s important that you keep them in mind when planning events as well. What exactly do we mean by “collective results?” In short, it means focusing on what needs to happen in order for the project or event as a whole (i.e., not just one person) to be successful at achieving its goals and objectives so that everyone can carry out their objectives with confidence and conviction

These are the five dysfunctions of a team.

There are five dysfunctions that make up a team: trust, engage in unfiltered conflict, commit to decisions and plans of action, hold one another accountable and focus on collective results.

The Five Dysfunctions of a Team is a great book for anyone who has experience working with teams or wants to improve the quality of their team. The principles in this book can be applied to many situations outside the office as well.


Can a team of talented individuals work together to make a good team? I think so! The book gave me a lot of insights into how to do that. One thing that I learned is that the most effective teams are ones with trust and vulnerability. Another lesson is the importance of having clear goals and setting realistic expectations for your teammates.

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