The Five Dysfunctions Of A Team: A Leadership Fable

Lencioni argues that trust and vulnerability form the foundation of a functional team. When team members trust one another enough to be vulnerable, they feel free to admit mistakes, acknowledge weaknesses, and ask for help without fear of judgment. In practice, teams can cultivate this trust by sharing personal histories, encouraging open dialogue, and normalizing imperfection. For instance, Google’s Project Aristotle found that psychological safety—closely aligned with Lencioni’s idea of vulnerability—was the key determinant of high team performance. Organizations can foster this by encouraging leaders to model vulnerability, such as acknowledging when they need support or when a decision didn’t yield the expected results. Though intended for business settings, this advice is applicable in other contexts as well. In educational settings, for example, teachers can build trust by admitting uncertainties and involving students in problem-solving, reinforcing a culture of shared learning.

Fear of conflict often results in superficial consensus, preventing issues from being resolved. Lencioni argues that healthy teams engage in passionate debate, but he emphasizes that productive debate must focus on ideas, not personalities. Constructive conflict leads to better decision-making and stronger commitment to shared goals. Practical strategies include