The Five Dysfunctions of a Team: A Leadership Fable

by Patrick Lencioni

“Great teams do not hold back with one another,” she said. “They are unafraid to air their dirty laundry. They admit their mistakes, their weaknesses, and their concerns without fear of reprisal.”

“Remember, teamwork begins by building trust. And the only way to do that is to overcome our need for invulnerability.”

the ultimate dysfunction: the tendency of team members to seek out individual recognition and attention at the expense of results.

“The key, of course, is to define our goals, our results, in a way that is simple enough to grasp easily, and specific enough to be actionable.

“If we don’t trust one another, then we aren’t going to engage in open, constructive, ideological conflict. And we’ll just continue to preserve a sense of artificial harmony.”

They just need to be heard, and to know that their input was considered and responded to.”

they need to weigh in before they can really buy in.”

Some people are hard to hold accountable because they are so helpful. Others because they get defensive. Others because they are intimidating. I don’t think it’s easy to hold anyone accountable, not even your own kids.”