“If your actions inspire others to dream more, learn more, do more and become more, you are a leader.”

— John Quincy Adams (6th President of the United States) —

The Five Dysfunctions of a Team — building cohesive, aligned leadership teams

A leadership team development process grounded in Patrick Lencioni's Five Dysfunctions of a Team model with various formats available and adapted as required to meet specific client needs. Within the Five Dysfunctions framework, CultureCode blends emotional intelligence, neuroscience and visual mapping tools, applications and processes to work on overcoming each of the Five Dysfunctions. A recommended format includes pre- and post-assessments, a copy of Lencioni's Five Dysfunctions of Team best-selling book, the Five Dysfunctions Workbook, a two-day initial workshop, followed by a series of one-day workshops, over a 6- to 12-month period. Contact CultureCode for more details or a personalised proposal.

Using EQ and Neuroscience to accelerate Building Trust and Mastering Conflict — the foundations on which cohesive and effective teams are built

Fundamental to building trust in a team is to get to know each other and each other’s styles when it comes to how we each prefer to receive and process information (cognitive and emotional), what our individual strengths are and how we can capitalise on each other’s strengths as a team looking to excel.

The reports generated through the Six Seconds Emotional Intelligence (SEI) test provide us with tools that we can use to facilitate the process of getting to know and understand ourselves and each other better, thereby accelerating the process of Building Trust and Mastering Conflict, and helping us to explore and better understand our own reactions to change and typical patterns of response. Not only will these tools improve the ability of the leadership team to overcome the Five Dysfunctions but they will also equip them to better lead their own teams. Engaging people in change, proactively resolving issues, setting a context for performance, and building collaboration all require rational and emotional competence.

The Six Seconds tools are recommended as an alternative to participants completing a personality assessment. Due to the principle of neuroplasticity, we know the brain changes itself during the entire lifespan. While other assessment profiles can offer a somewhat fixed view of the individual, the Six Seconds model is built upon the learnable competencies of emotional intelligence — so if you want to strengthen your capabilities, you can! Read more about CultureCode's EQ services and the Six Seconds model and tools here.

In addition to the Six Seconds EQ tools, CultureCode incorporates practical models of the neuroscience of motivation and change and incorporates visual mapping processes to unpack current issues and areas of conflict in order to further facilitate the fundamentals of Building Trust and Mastering Conflict and positively impact the remaining three fundamentals.

Depending on the need, CultureCode can also facilitate the Five Dysfunctions of a Team for Team Leaders, which will equip team leaders with the tools they need to build cohesive teams.

Add on individual Brain-Based Coaching for personal leadership development.

Lencioni's Five Dysfunctions of a Team Premise & Model


From: Lencioni, P. (2005). Overcoming the five dysfunctions of a team. A field guide. San Francisco, CA: Jossey-Bass.

The premise of the Five Dysfunctions is that there are many things that make a team great but there are five fundamentals that can derail a team and that will hinder the ability to achieve the desired performance levels and results. In summary:

Dysfunction #1: Absence of Trust

Members of great teams trust one another on a fundamental, emotional level, and they are comfortable being vulnerable with each other about their weaknesses, mistakes, fears, and behaviours. They get to a point where they can be completely open with one another, without filters. This is essential because …

Dysfunction #2: Fear of Conflict

… teams that trust one another are not afraid to engage in passionate dialogue around issues and decisions that are key to the organisation's success. They do not hesitate to disagree with, challenge, and question one another, all in the spirit of finding the best answers, discovering the truth, and making great decisions. This is important because …

Dysfunction #3: Lack of Commitment

… teams that engage in unfiltered conflict are able to achieve genuine buy-in around important decisions, even when various members of the team initially disagree. That's because they ensure that all opinions and ideas are put on the table and considered, giving confidence to team members that no stone has been left unturned. This is critical because …

Dysfunction #4: Avoidance of Accountability

… teams that commit to decisions and standards of performance do not hesitate to hold one another accountable for adhering to those decisions and standards. What is more, they don't rely on the team leader as the primary source of accountability, they go directly to their peers. This matters because ...

Dysfunction #5: Inattention to Results

… teams that trust one another, engage in conflict, commit to decisions, and hold one another accountable are very likely to set aside their individual needs and agendas and focus almost exclusively on what is best for the team. They do not give in to the temptation to place their departments, career aspirations, or ego-driven status ahead of the collective results that define team success.

For more on the Five Dysfunctions of a Team, visit the Table Group.

CultureCode is not a representative of the Table Group. In order to comply with the copyright requirements to facilitate these workshops, CultureCode will coordinate the Five Dysfunctions Online Team Assessments and purchasing of Participant Workbooks through the Table Group.

© CultureCode 2016. All Rights Reserved.

Website Terms of Use