Five Models for Understanding Team Dynamics
This chapter introduces five different models of team dynamics, including the popular Tuckerman Team Model, which describes the stages a team typically experiences while working together. The DISC personality model can help identify differences in the individuals that work within the teams, while the GRIP Model suggests that four interrelated components make up a team. The Thomas-Kilmann Conflict Mode Model can help manage team conflict, and the Lencioni Model discusses the five dysfunctions of a team.
Lencioni Model
In his 2005 book, The Five Dysfunctions of a Team, Lencioni outlines five common problems teams experience that impact their effectiveness:
- Lack of trust: if team members do not trust each other, they are unlikely to take risks or ask for help. A lack of trust means a low level of comfort that makes it difficult to communicate and perform effectively as a team
- Fear of conflict: avoiding conflict can lead to an artificial "peace" at the expense of progress and innovation. Conflict is a normal part of team work and can be very productive if managed effectively.
- Lack of commitment: team members do not commit to doing the work, do not follow through on decisions or tasks, do not meet deadlines, and let their teammates down, ultimately affecting the success of the whole project.
- Avoidance of accountability.
- Inattention to results: when team members focus on their own personal goals instead of project goals, they lose sight of the expected results that actually measure the success of the project. Not focusing on the results during the process means that no one is planning how to improve those results.
Figure 4.2.5 Lencioni Model: Five Dysfunctions of a Team
Lencioni advises tackling each dysfunction, displayed in the pyramid in Figure 4.2.5, from the bottom up. Establishing trust is a crucial first step to being able to manage conflict, achieve commitment, create accountability and focus on results