Combine that with a manager who isn’t skilled in team building and guiding in this area, and bam — dysfunctional team. But Lencioni says with knowledge, courage and discipline, teams can just as quickly become not only cohesive, but high performing. Without further adieu: 2. REVIEW YOUR RESULTS Once completed, you will receive a score from 1-9 for each of the five dysfunctions. A score between 9-8 indicates no problem, 7-6 indicates a possible problem, and 3-5 indicates a serious problem. 3. SHARE WITH YOUR TEAM Five Dysfunctions Overview Thank You for Taking Up The Responsibility of Leadership. Five Dysfunctions Purpose The purpose of this model is simple: to provide managers, team leaders, consultants, student leaders, and others with a practical tool for helping implement successful strategies in ensuring maximum growth and achievement. Lack of Trust. For Lencioni, the lack …Fear of Conflict. Workplace …Lack of Commitment. If the team …Avoidance of Accountability. … THE FIVE DYSFUNCTIONS OF A TEAM. TEAM ASSESSMENT. INTRODUCTION. The primary purpose of this assessment is to provide you with a sense of your team’s unique strengths and areas for improvement. For a more accurate and holistic analysis, we encourage your entire team to complete the Assessment. Absence of Trust. PROBLEM: This …Fear of Conflict. PROBLEM: Teams …Lack of Commitment. PROBLEM: …Avoidance of Team Accountability. …
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