Introduction to dysfunctions in teams
In an ideal world, team building or team coaching would be unnecessary because every team would work together like a well-oiled machine, each member contributing their strengths, skills, and expertise to achieve common goals. Unfortunately, in reality, teams are made up of complex individuals who come with unique experiences, perspectives, and personal challenges. Consequently, it is not uncommon for teams to face obstacles, conflicts, and communication breakdowns, leading to the dreaded dysfunction – a state where productivity plummets, goals become unattainable, and morale sinks to an all-time low.
The dysfunction of teams is not exclusive to any particular industry or work environment. Instead, it can be found lurking in the shadows of the most established corporate giants and the smallest startups, plaguing their quest for success. Therefore, it is crucial for every leader, manager, and team member to recognise the early signs of dysfunction and learn how to navigate and remedy this stormy landscape.
In this blog, we will delve deep into the root causes of team dysfunction, discuss the warning signs that signal impending trouble, and, most importantly, provide effective strategies to overcome these challenges and restore your team’s path to greatness. So, buckle up and join us on this journey to transform your team from a tangled mess to a harmonious, high-performing powerhouse.
1. Absence of Trust
A key factor in dysfunctional teams is the absence of trust among team members. Trust is an essential foundation for teamwork, with the most effective teams displaying a high level of trust in both the intentions and capabilities of their fellow members. At the core of this trust are two main types: affective trust and cognitive trust.
Affective trust is confidence in the motives and intentions of teammates, believing that they prioritise the overall success and well-being of the team over their personal interests. This trust is nurtured through caring, transparent, and open actions, fostering a sense of mutual integrity and authentic relationships among team members.
Cognitive trust, on the other hand, is faith in other team members’ skills, knowledge, and experience. This trust relies on a collective belief in the team’s predictability, credibility, and performance, with members continually striving to improve their abilities.
Teams lacking trust tend to waste energy and resources managing behaviours, leading to low morale and high turnover rates. Leaders can encourage shared experiences, vulnerability, and open communication to build stronger trust among team members, laying the groundwork for a more effective and harmonious work environment.[1][2]
2. Fear of Conflict
Fear of conflict is a common dysfunction within teams that hampers their growth and productivity. When team members avoid engaging in healthy debates and discussions, potential issues or mistakes may not be identified and addressed. This might lead to repeated errors and missed opportunities. The 5 Dysfunctions of a Team model emphasises the necessity of indulging in passionate and ideological conflicts so that teams can learn from their past experiences and tap into their members’ collective knowledge and talent.
However, teams with a fear of conflict often mistake productive ideological debates with interpersonal conflicts, creating a toxic environment. With a lack of trust among team members, these debates can become bitter personal attacks, sarcastic comments or passive-aggressive behaviours. This artificial harmony cultivated within the team does not resolve underlying issues but merely suppresses them.
To overcome this fear of conflict, teams must be encouraged to face and question disagreements actively. Techniques like “mining” can help by addressing one conflict at a time and resolving it. At the same time, real-time permission from team leaders can reassure team members that engaging in productive debate is essential for team-building and success.[3][4]
3. Lack of Commitment
A lack of commitment within a team can lead to numerous challenges and hinder overall success. This specific dysfunction often arises from two factors: lack of clarity and lack of buy-in. By avoiding conflict and seeking artificial harmony, team members may become passive, leading to reduced levels of commitment. This can result in ambiguity about the team’s direction and priorities, missed opportunities due to excessive analysis and delays, eroded confidence, and a constant revisiting of discussions and decisions. It can also encourage second-guessing among colleagues. To overcome this dysfunction, teams must engage in honest and respectful conversations. Ensuring that all members are heard and their opinions are considered can significantly impact their buy-in and commitment. By fostering a safe environment with continuous communication, clear deadlines, and regular team meetings, dysfunctional teams can overcome this issue and transform into high-performing, dedicated team that is not deterred by challenges and always put the team’s interests above their own.[5][6]
4. Avoidance of Accountability
Avoidance of accountability is a significant dysfunction in teams, as it hinders the overall success and performance of the group. This issue arises from team members being unwilling to address or call out their peers’ shortcomings in terms of performance or behaviour. The root cause of this dysfunction often lies in teammates’ unwillingness to engage in uncomfortable conversations, resulting in a lack of personal responsibility and ownership.
Effective team performance requires a culture of accountability, wherein every team member is aware of their roles, responsibilities, and expectations. Leaders play an essential role in creating this culture by setting clear objectives, defining success, and continuously communicating with team members about their performance. In addition, research has shown that involving employees in the goal-setting process enhances trust and understanding of organisational priorities, which aids in achieving collective results.
To overcome the avoidance of accountability, leaders should embrace transparent communication and encourage team members to confront difficult issues constructively. This approach fosters a collaborative environment where everyone can work towards a common goal. By addressing this dysfunction, teams will experience improved performance, higher levels of trust, and increased success in achieving their objectives.[7][8]
5. Inattention to Results
Inattention to results can be detrimental to the success of a team. This dysfunction means that team members prioritise their individual accomplishments over the team’s collective goals. Instead of focusing on the bigger picture, they may become fixated on tasks and processes rather than their long-term impact on the organisation. A team not focused on results tends to stagnate and fails to grow loses achievement-oriented employees, and might struggle to defeat competitors. Additionally, inattentive team members often put their own careers and personal goals first, causing them to be easily distracted.
On the other hand, a team that focuses on collective results can effectively retain motivated employees, minimise individualistic behaviour, enjoy success and acutely feel any failure. These team members prioritise the team’s goals over their personal ambitions and are less likely to be distracted by unrelated matters. To overcome the dysfunction of inattention to results, teams must publicly declare and inspect their collective goals, ensuring they align with the organisation’s overall mission.[9][10]
6. Defensive Behaviour
Defensive behaviour is a common obstacle that prevents teams from reaching their full potential. It occurs when team members feel the need to protect themselves from perceived criticism, negative feedback, or blame. This type of behaviour can manifest in various ways, such as deflecting responsibility, making excuses, or blaming others. It often stems from a lack of trust within the team, as individuals hesitate to be vulnerable and open with their colleagues.
When team members engage in defensive behaviour, it can significantly hinder collaboration, communication, and the team’s overall effectiveness. Instead of working together towards a common goal, individuals may become more focused on protecting their own interests and avoiding potential criticism. This not only stifles the flow of ideas and constructive feedback but also fosters an environment of tension and mistrust.
To overcome defensive behaviour, teams should establish a strong foundation of trust among members. This can be achieved by fostering open communication, celebrating individual strengths and contributions, and encouraging members to ask for help and provide support to one another. By creating a positive, trusting team environment, defensive behaviour is less likely to take hold, paving the way for greater collaboration, innovation, and success.[11][12]
7. Reluctance to Ask for Help
One of the common dysfunctions in a team is the reluctance of team members to ask for help. This issue often stems from a lack of trust and vulnerability within the team, causing individuals to avoid admitting their weaknesses, mistakes, or needs for assistance. In a high-performing team, members should feel comfortable enough with one another to ask for help when needed, recognising that no one is perfect and everyone has areas of improvement. Establishing a team coaching culture will enhance safety within the team.
When team members do not feel encouraged to seek assistance, it can lead to wasted time, increased stress, and ultimately decreased overall team performance. It is essential for team leaders to foster an environment of openness and trust where individuals feel supported in asking for help. Some effective strategies for building such an environment include modelling vulnerability and openness as a leader, active listening, and encouraging collaboration among team members.
Addressing the reluctance to ask for help within a team can greatly improve team efficiency, collaboration, and overall success. When individuals feel comfortable asking for assistance and offering support to others, the entire team benefits from the collective skills, knowledge, and perspectives of its members, ultimately achieving greater results.[13][14]
8. Artificial Harmony
Artificial Harmony is a term coined by Patrick M. Lencioni in his book, The 5 Dysfunctions of a Team. It refers to a situation where team members avoid healthy conflict and passionate debates on important issues, giving the illusion of a harmonious and aligned group. However, this perceived harmony often hides disengagement, unresolved issues, and a lack of commitment from team members. People may feel hesitant to voice disagreements in meetings, resort to back-channel communications, and demonstrate a quiet reluctance to commit to decisions.
This phenomenon can develop when teams prioritise values like kindness, positivity, and gratitude over honest and open discussions. In an attempt to maintain a positive environment, teammates may inadvertently deprive themselves of the benefits that come with healthy conflict. To overcome this dysfunction, building trust through vulnerability within the team is essential. By acknowledging and addressing Artificial Harmony, teams can unlock the true potential of collaboration, leading to increased productivity, satisfaction, and overall success.[15][16]
9. Ambiguity
Ambiguity, the third issue in Patrick Lencioni’s Five Dysfunctions of a Team model, is a major obstacle to effective teamwork. It arises when team members lack clarity and direction in their roles or the organisation’s purpose. Lencioni’s model indicates that cohesive teams engage in unfiltered conflict around ideas, which in turn leads to a high level of commitment and buy-in to decisions and plans of action.
Ambiguity can be a crippling dysfunction, as it can cause confusion and frustration among team members, leading to decreased morale and productivity. Moreover, it can hinder the team’s ability to make decisions, solve problems, and execute plans effectively.
To avoid ambiguity, leaders must ensure that action plans, milestones, and responsibilities are clearly defined and communicated to every team member. Additionally, deadlines for decisions need to be enforced, with input and full commitment from the entire team. This allows team members to hold one another accountable and work together towards common goals.
Investing in team-building exercises and personality profiles can help build trust and understanding among team members, diffusing ambiguity and promoting cohesive teamwork. By addressing this dysfunction, organisations can improve their team dynamics, boost morale, and ultimately achieve greater results.[17][18]
10. Self-interest over Team Interest
When it comes to building strong and effective teams, prioritising self-interest over team interest can lead to numerous problems and conflicts. In today’s fast-paced and competitive workplace, it isn’t uncommon for individuals to focus on their own success and accomplishments rather than the collective achievements of their team. However, this approach can undermine team cohesion, hinder productivity, and ultimately reduce overall performance.
In a well-functioning team, members should strive to collaborate and support each other in fulfilling their shared goals and objectives. When self-interest becomes the dominant driving force, communication may break down, and disagreements may arise, damaging trust and morale among team members. Additionally, this behaviour can lead to a lack of commitment and accountability, making it difficult for the team to effectively execute their tasks and reach their targets.
To combat self-interest within a team, leaders should emphasise the importance of teamwork and create an environment where collaboration is valued and rewarded. By fostering a culture of trust and open communication, team members can feel secure in sharing their ideas and opinions without fear of judgment. In such an environment, team members will be more likely to work together towards shared success, which ultimately benefits both the individual and the organisation as a whole.[19][20]
Conclusion - Transform your team with team coaching
As we conclude our discussion on the dysfunction of teams, we hope you have gained valuable insights and understanding of the different aspects and factors that contribute to ineffective team dynamics. Our goal at Esterhuizen Coaching & Consulting is to provide the necessary tools and guidance to help you overcome these challenges and foster successful teamwork within your organisation. We also establish and embed a team coaching culture to ensure ongoing growth and permanently transform your team. In the comments section below, we invite you to share your thoughts, experiences, and suggestions on dealing with the dysfunctions of teams or team coaching.
Together, let’s work towards building stronger, more effective teams for a brighter future.