Book Summary: The Five Dysfunctions of a Team
Best-selling author of books on leadership, teamwork and organizational health, Patrick Lencioni, famously said, 'Not finance. Not strategy. Not technology. It is teamwork that remains the ultimate competitive advantage.' At West Elk Partners, we take that to heart.
Lencioni’s The Five Dysfunctions of a Team is one of our favorite books, which has influenced the way we think about life and business, and more particularly the relationships we develop. Here is a list of the five dysfunctions described in the book and an impactful quote for each that aligns with the values of West Elk Partners—honesty, transparency, honoring people, and fostering collaboration for long-term success:
1: Absence of Trust
“It is only when team members are truly comfortable being vulnerable with one another that they can build a foundation of trust.”
Building this kind of vulnerability-based trust is not easy. It requires conscious effort and a willingness to step outside of one's comfort zone. It also requires leadership that models vulnerability and creates a platform for others to do the same. If you are looking for deeper reading on the foundations of trust (yes, we are layering in multiple book recommendations here) Stephen Covey has an excellent framework for building trust in one-on-one relationships, which starts with integrity, and moves hierarchically to intent, capabilities, and results (see The Speed of Trust).
2: Fear of Conflict
“The pursuit of the best possible solution is only possible when everyone can speak openly, without fear of reprisal.”
When individuals feel safe to express diverse perspectives, even dissenting ones, the collective intelligence of a group is unlocked. Fostering this environment of psychological safety is crucial, as it empowers everyone to contribute their unique insights, ultimately leading to more innovative and effective outcomes. We regularly fight the good fight around healthy conflict at West Elk: in our partnership, challenging each other’s ideas is imperative in the investment sourcing and execution process to drive effective decision making and avoid key risks. Although heated conversations arise, we do not wage attacks on each other, but the underlying idea itself.
3: Lack of Commitment
“When people don’t weigh in, they can’t buy in.”
Engagement fosters ownership. When individuals contribute their ideas and opinions ("weigh in"), they become invested in the outcome ("buy in"). This participation cultivates a sense of shared purpose and increases commitment to the final decision or solution.
4: Avoidance of Accountability
“The enemy of accountability is ambiguity.”
It's hard to hold someone accountable when things are unclear. When expectations or responsibilities are ambiguous, it's easy for things to fall through the cracks, and no one feels truly responsible. For true accountability, start with clarity, ensuring everyone understands their role and what's expected of them.
5: Inattention to Results
“A team that is not focused on results… loses its achievement-oriented members and encourages team members to focus on their own careers and individual goals.”
A team without a clear focus on results risks losing its driven members. When achievements aren't prioritized, those who value accomplishment may seek opportunities elsewhere, while others on the team might shift their focus to individual goals rather than collective success. This can lead to a decline in overall team performance and cohesion.
These quotes and values align to reinforce the importance of trust, collaboration, and people-centric leadership in achieving sustainable success.