5 Strategies to Deal with a Dysfunctional Team

The true measure of a team’s success is its ability to accomplish the results it sets out to achieve. Yet, many different factors can undermine team performance. Because teams are comprised of human beings, they are inherently dysfunctional. In fact, one detailed study of 95 groups in 25 leading corporations found that nearly 75% of cross-functional teams are dysfunctional.  

But what makes the team less effective than it could be? According to Patrick Lencioni, best-selling author of The Five Dysfunctions of a Team, five dysfunctions go to the very heart of why even the best teams often struggle. So, let's explore the many challenges teams encounter and five creative strategies to overcome them. 

Common challenges of a dysfunctional team 

According to Lencioni, there are five common pitfalls that teams experience which are heavily interrelated: 

1. Absence of trust: when teammates are unwilling to be vulnerable within the group 

2. Fear of conflict: seeking artificial harmony over constructive passionate debate 

3. Lack of commitment: faking buy-in for group decisions which creates ambiguity throughout the organization 

4. Avoidance of accountability: shirking the responsibility to alert co-workers and superiors to counterproductive behavior which sets low standards 

5. Inattention to results: putting personal success, status and ego ahead of team success 

Strategies to deal with a dysfunctional team 

Team dysfunction can lead to low morale and even toxic company culture. If you are ready to deal with the problem head-on, here are some ways to turn it around. 

Overcome a lack of trust 

Fortunately, there are multiple approaches organizations can take to overcome a lack of trust. For one thing, implementing 360-degree feedback tools can be very effective. These tools can both promote transparency and ensure team members are more comfortable being vulnerable around each other. Another idea is to implement training on personality profiles. By helping employees develop a better understanding of their co-workers' strengths and weaknesses, they will be more emotionally intelligent. As a result, you’ll also be able to maximize the credibility of team members.  

Promote healthy conflict 

Most humans try to avoid conflict, especially at the office. That’s because we expect negative consequences. But while it may seem counterintuitive, a certain amount of tension is necessary to produce creative ideas. When approached positively, conflict can spark innovation, engagement and trust. To promote healthy debate, strive to empathize with others. Take the time to listen and validate their feelings. You can also try to ask colleagues for their thoughts before sharing your own. In addition, acknowledge when you make mistakes as well as when you accomplish something great. Finally, recognize that disagreements are always emotional, so it's important to create a safe space for people while developing strategies for a fair resolution.  

Build commitment 

A dysfunctional team shows up because they have to. In contrast, a committed team shows up because they want to. To build a solid, engaged team, you should know your team's skill sets and lay out clear expectations. Once you have clearly defined roles, give the team enough flexibility and ownership to be successful. One way to do this is by allowing them to determine which task or project they would like to be responsible for. Then, trust them to do their jobs well and communicate clear deadlines. Also, these are challenging times, and everyone handles stress differently. So don't forget to make time for fun activities that allow the team to bond and relieve unnecessary tension. 

Maximize accountability 

One common theme among high-performance teams is that they hold themselves accountable. Firstly, take time to develop goals and expectations before starting a project. Then document team responsibilities and how the team’s goals tie into the overall company objectives. Next, encourage people to own their own mistakes. That way, if something falls through the cracks, the person in charge will be more likely to accept responsibility. Finally, don't forget that employee recognition is still one of the biggest employee engagement factors. According to Gallup, this element of engagement and performance might be one of the greatest missed opportunities for leaders and managers. So be sure to build accountability by rewarding both individual and group wins.  

Emphasize team success 

Teamwork is about collaborating with others to achieve a common goal. Emphasize team success by maintaining open communication and creating an environment of respect. The best team goals require the contributions of everyone on the team and are co-created with team members. So be sure to lead the team through multiple rounds of input. That way, the quality of your goals will improve with each revision. Also, everyone should feel committed. So, solidify buy-in from each team member even if you need to have one-on-one conversations to discuss any remaining concerns.  

Because it is so powerful, teamwork remains the ultimate competitive advantage. Fortunately, transforming a dysfunctional team into one that is high performing is not only possible but also remarkably simple. All it takes is a bit of commitment, consistency and patience. By leveraging these strategies, you’ll be well on your way to building a team that is successful, invested, and most of all loyal.