Over the past quarter, we have explored in detail the role of leadership in identifying and addressing the five team dysfunctions – as framed through Patrick Lencioni’s model – which considers teams according to the following criteria:


  1. Absence of trust: This is the foundation of any team. Without trust, team members are unlikely to be honest with each other, seek help or share information.
  2. Fear of conflict: When team members are afraid of conflict, they tend to avoid difficult conversations, which can lead to a lack of accountability and commitment.
  3. Lack of commitment: Without commitment, team members may not be fully invested in the team’s goals or objectives, and they may not be willing to make sacrifices for the team.
  4. Avoidance of accountability: When team members don’t hold each other accountable for their actions or decisions, it can lead to a lack of trust, fear of conflict, and lack of commitment.
  5. Inattention to results: A team that is not focused on achieving results can become complacent or disengaged, leading to a lack of motivation and productivity.


To create high-performing teams, leaders must address these dysfunctions by building trust, encouraging healthy conflict, fostering commitment, promoting accountability, and focusing on results.


How Leaders can do this:

  1. Building a culture of trust and openness, where team members feel comfortable sharing their thoughts and ideas.
  2. Encouraging healthy conflict by promoting constructive criticism, inviting diverse perspectives, and facilitating discussions that allow for disagreement.
  3. Fostering commitment by ensuring that team members understand the team’s goals and objectives and have a clear sense of their roles and responsibilities.
  4. Promoting accountability by setting clear expectations, providing feedback, and holding team members responsible for their actions and decisions.
  5. Focusing on results by setting measurable goals and tracking progress, celebrating achievements, and continuously looking for ways to improve.


Contact us to learn more about how to create high-performing teams that are more productive, engaged, and successful.

OMT Global

Established in 1989, OMT works with large organisations to develop the leadership skills of their people managers, from first-time leaders right through to senior-level executives. We provide a range of consultancy, training and development services for organisations that want to further develop and retain their talent. OMT excels in helping organisations move from ad hoc or one-off efforts to a new way of behaving and working.

Talk to us about how we can help you and your organisation