1.+Philosophy+Statement


 //By Patrick Leoncioni// //Team members: Suzanne Neuman, Sara Drongesen, Charlotte Brooks, Trecia Garrick and Katy Fluitt//

The philosophy behind __The Five Dysfunctions of a Team: A Leadership Fable__, by Patrick Lencioni, is rather simple but makes quite a bit of sense. The author argues that these five dysfunctions -- all connected to ineffective feelings and thoughts more than negative actions -- are what keep teams from functioning productively. Only when team members understand the five dysfunctions and work through those that are present on their own teams can they begin to work together as a cohesive group that accomplishes its goals.

To begin, the **Absence of Trust** -- the First Dysfunction -- is a fear of vulnerability on the part of team members because they don't trust each other to be honest and open. They don’t function well as a team because they are afraid of what people are saying behind their backs or what they’re thinking but not expressing openly.

This leads to the **Fear of Conflict** -- the Second Dysfunction -- because team members who don't trust each other are afraid to engage in healthy debate for the good of the team. Lencioni argues that objectives are reached only through constructive and meaningful conflict.

The Third Dysfunction -- **Lack of Commitment** -- is an unwillingness to buy into group decisions and is a direct result of the fear of healthy debate. Without that buy-in, team members aren’t fully committed to company goals and objectives.

To continue, the Fourth Dysfunction -- **Avoidance of Accountability** -- is the hesitancy of team members to call their peers on counterproductive decisions and actions because they are not fully committed. If team members are afraid to call their peers on behaviors that go against the team, they will continue these negative actions.

And finally, the Fifth Dysfunction -- **Inattention to Results** -- happens when group members, avoiding accountability, are concerned more with their own needs and desires than the team goals. They are concerned with their own place in the company but not the health of the company overall.

Only when all of these dysfunctions are addressed and "resolved" can a team be effective and productive, according to Lencioni.