With the world and business in crisis, it is critical to address and resolve all dysfunctions within your leadership team and organization.

Do it now, and you will more than likely weather this storm and come out of it crisis faster and stronger.

In his iconic book The 5 Dysfunctions of A Team, Patrick Lencioni describes the dysfunctions in a compelling fable about a California tech firm trying to transform itself.

At his firm The Table Group, and in his 12 books and his new Podcast At the Table, Pat helps organizations with ideas and insights from culture to teamwork to building world-class organizations. He brings his wisdom, humor and insight together to provide actionable advice for leaders everywhere. Listen to the podcast for their lively, passionate and compelling ideas and insights.

Pat published 5 Dysfunctions nearly 20 years ago, and apparently its sales are gaining as more organizations see the value of team health.

The 5 Dysfunctions are, and they build in reverse to below, meaning you must begin with trust to get to results. You will get it and check out the pyramid for more understanding:

  1. Absence of trust – this is about having the courage to be vulnerable and risk be completely open and honest with each other on the leadership team and throughout the organization. It means be willing to enter the danger with yourself and your teams.
  2. Fear of conflict – it’s the willingness to fight it out in a healthy way. The means candid debate and trusting that someone can speak their mind without fear of reprisal and for all challenging each other in pursuing the greater good. This is entering the danger.
  3. Lack of commitment – this mean airing your differences in an open and safe, healthy environment. Everyone must feel like they can and have been heard, are comfortable with disagreeing and then committing to the mutually agreed upon plan. Grievances should be resolved, and egos parked, and a unified leadership team leaves the room and engage the team.
  4. Avoidance of Accountability – this requires complete, 100% buy-in to agreed upon plans and solutions. No backstabbing, politicking or sabotage is acceptable. You have had your say, now take responsibility.
  5. Inattention to results – this requires intense focus on S.M.A.R.T. goals — Specific, Measurable, Attainable, Relevant and Time-Based. This also means collective and individual accountability and feedback.

How can you and how soon will you address these 5 dysfunctions in your organization to cope with the COVID-19 crisis?  

And rest assured, you will benefit from addressing these dysfunctions when we all come out of this, and we will. And those who do this hard work now, will come out faster and stronger.

As many of you know, as an Professional EOS Implementer™, I believe addressing and resolving these issues are the cornerstones of team health.