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5 dysfunctions of teamwork - how to diagnose your team?

TeamPlus team survey

The study was conducted based on Patrick Lencioni’s concept of 5 dysfunctions of teamwork. It diagnoses the quality of teamwork as assessed by all team members. The report describes 10 dimensions of team effectiveness on a plus / minus scale (what the surveyed team has, what it lacks). The survey is anonymous and the results are analyzed collectively.

 
 

 

 

Who is the TeamPlus tool for?

The test is most often a hybrid component of Manager’s Academy development programs / management training / team building or consulting programs. It is useful for middle and senior managers who want to confront their image of the team they manage with how that team is seen by employees.

Selected clients who apply this research in their development activities:

What questions will the leader find answers to after reading the TeamPlus report?

  • What is good about our team?
  • Where do we see the potential of our team?
  • What are its main dysfunctions?
  • Do we trust ourselves?
  • To what extent are we results-oriented?
  • Do we feel responsible for tasks?
  • Or do we diffuse responsibility?
  • What are we missing as a team?

What does the study look like step by step?

  • first, the leader describes his team: he names it (in an online test or as part of a task on a gamification platform) and adds email addresses to all his subordinates
  • the system automatically sends invitations, while meanwhile
  • the boss-leader answers 40 questions, with each dysfunction divided into 2 traits
  • the same thing is done by all subordinates
  • the report compares both the vision of the boss and the vision of the employees (anonymously and collectively)

The tool is based on the concept developed and described by P. Lencioni on team dysfunctions. Therefore, we encourage you to additionally read the excellent book 5 DYSFUNCTIONS OF TEAM WORKING

Book review: 5 dysfunctions of teamwork by Patrick LencioniRecenzja książki: 5 dysfunkcji pracy zespołowej Patricka Lencioniego

All items of this bestselling author such “Harlequins for HR professionals”. Which by no means detracts from their brilliance in capturing straightforward business challenges! About Patrick Lencioni’s books you can say: how is it possible that smart business content he tells in the form of a story, a story, with a hero, with action. Well, that’s right, these are such Harlequins for HR professionals, what more could you want.
Both The Five Dysfunctions of Teamwork (our Team Plus study is based on this concept) and Three Signs of a Job That Doesn’t Give You Happiness are business fiction stories.
They have a strong heroine, a protagonist, and they have a challenge. Each of the two characters in both of these books really has a tough nut to crack. Both of these books carry a great concept, both: Five Dysfunctions of Teamwork, as well as: Three Signs of Work That Don’t Give You Happiness, read in one breath, like a great detective story, just like a great thriller novel.

What are the 5 dysfunctions of teamwork?

We’ve collected them here, along with the questions you need to ask yourself to be able to assess how your team is handling these challenges.

DYSFUNCTIONS CHARACTERISTICS OF A GOOD TEAM HELPFUL DIAGNOSTIC QUESTIONS
LACK OF TRUST Personal trust Do you trust each other as people, not just as employees? Do you know more about each other than just work-related matters?
Professional trust: When delegating a task, are you confident it will be done well and on time? Do you trust that if someone makes a mistake, they will admit it?
FEAR OF CONFLICT Open communication Is conflict necessary – do the people in your team know this? Do you have the courage to openly discuss difficult matters?
Feedback: How does your team handle the system of providing constant feedback to each other? Is the feedback based on facts? Is it delivered promptly?
LACK OF COMMITMENT Commitment to decision-making Do you feel genuinely invited to participate in decision-making? Do you operate on the principle of "nothing about us without us"?
Commitment to achieving a clear goal: When the goal is clear, is everyone "rowing in the same direction"? Is your genuine commitment visible?
LACK OF ACCOUNTABILITY Personal accountability Does each member of your team feel personally responsible for their tasks? Do they actively seek meaning and purpose in their tasks?
Shared accountability: Does each member of your team feel responsible for the tasks of other team members? Do they look beyond just their own desk/machine?
LACK OF FOCUS ON RESULTS Monitoring progress How does your system for regularly monitoring the progress of both individual team members and the team as a whole work?
Focus on results: Do you receive and use feedback from internal and external clients to improve your work? Can you celebrate successes, and can you call a failure a failure?

What's oppressing Polish teams? COLLECTIVE REPORT with analysis on 5 dysfunctions

We have collected TeamPlus research and present a summary report based on the concept of 5 dysfunctions of teamwork.We collected dozens of studies that we implemented in Poland.

We analyzed all 10 dysfunctions in line with the  Patrick LePatrick Lencioni’s conceptncioniego

  • What is good about our team?
  • Where do we see the potential of our team?
  • What are its main dysfunctions?5 dysfunctions of teamwork
  • Do we trust ourselves?
  • To what extent are we results-oriented?
  • Do we feel responsible for tasks?
  • Or do we diffuse responsibility?
  • What are we missing as a team?

What does the study look like step by step?

  • first, the leader describes his team: he names it (in an online test or as part of a task on a gamification platform) and adds email addresses to all his subordinates
  • the system automatically sends invitations, while meanwhile
  • the boss-leader answers 40 questions, with each dysfunction divided into 2 traits
  • the same thing is done by all subordinates
  • the report compares both the vision of the boss and the vision of the employees (anonymously and collectively)

How to use dysfunctional characteristics of the team to change for the better, already having knowledge of 5 dysfunctions

The goal of the organization is to eliminate these dysfunctions. However, if you want to go a step further, the five dysfunctions model is an excellent base for building teams. To start, let’s recall these negatives: lack of trust, fear of conflict, lack of commitment and accountability, and lack of results orientation. Understanding the five ills of any team is the first step. The next is to turn negative dysfunctions into positive (implementable) functions.

How to turn dysfunctions into advantages?

Together with our clients, we analyze it as follows. Each dysfunction (e.g., lack of trust) can be remedied by consciously and in the right order implementing the two counteracting positive qualities of a good team (personal and professional trust).

It is important to do this “from the foundation to the roof.” Of course, the first step is to analyze how healthy (or dysfunctional) my team currently is. As you can see, there are solutions to turn any team, even the most dysfunctional one, into a properly functioning one.

The test can be used individually and is also fully integrated with Gamehill's gamification platform

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