Thinking of stepping up career into technical leadership or management? Patrick Lencioni's "The Five Dysfunctions of a Team" is a staple in modern leadership practices...

This is without a doubt one of our favourite business/leadership books. If you haven't read it and you're hoping to increase your efficacy in a leadership role, this truly is a non-negotiable read.

One of the most important aspects of leadership is understanding the five dysfunctions of a team. In this post, we will explore these dysfunctions to demonstrate how effective leadership can address them, specifically in software engineering and technology teams.

"Effective leadership is essential for any successful team, especially in software engineering and technology."

Lack of Trust

The first dysfunction of a team is the lack of trust. When team members do not trust each other, they are highly unlikely to be honest and vulnerable. This leads to a lack of collaboration, with team members less likely to admit their mistakes or ask for help. To overcome this dysfunction, leaders must create an environment of psychological safety, where team members feel comfortable speaking up and taking risks.

Google conducted a study on what makes a high-performing team, called Project Aristotle. They found that the most important factor was psychological safety, where team members felt safe to take risks and be vulnerable without fear of judgment or punishment. This led to better collaboration and innovation within teams.

Case study: Google's Project Aristotle

Fear of Conflict

The second dysfunction is the fear of conflict. When team members are afraid of conflict, they are unlikely to voice their opinions or challenge ideas. This can lead to a lack of creativity and innovation within the team. Effective leaders must encourage healthy conflict and create a culture where disagreement is seen as an opportunity for growth.

Pixar has a unique approach to conflict resolution called the Braintrust. The Braintrust is a group of senior executives and creative leads who meet regularly to review films in progress. They encourage healthy conflict by openly discussing their opinions and challenging each other's ideas. This approach has led to some of Pixar's most successful films, such as Toy Story and Up.

Watch this short YouTube clip from Ed Catmull President of Pixar.

Case study: Pixar's Braintrust

Lack of Commitment

The third dysfunction is the lack of commitment. When team members aren't committed to the team's broader goals and vision, they are unlikely to put in the effort required to achieve them. Effective leaders must ensure that everyone on the team is committed to the team's mission and goals.

Amazon has a set of leadership principles that guide their decision-making and goal-setting processes. These principles include customer obsession, ownership, and bias for action. By ensuring that their leaders on the team are aligned with these principles, is it any wonder that Amazon have been able to achieve what they have?

Case study: Amazon's Leadership Principles

Avoidance of Accountability

The fourth dysfunction is the avoidance of accountability. When team members are not held accountable for their actions, they are unlikely to take ownership of their work and are more likely to make mistakes. Effective leaders must create a culture of accountability, where team members are responsible for their work and are held to high standards.

Netflix has a unique culture that emphasises "Freedom and Responsibility." They believe that responsible employees who are given the freedom to do their work will produce the best results. This culture has led to a high level of accountability and ownership within the company. Without it, they don't succeed.

Case study: Netflix's "Freedom and Responsibility" culture

Inattention to Results

The fifth dysfunction is inattention to results. When team members are focused on their own interests or the interests of their department, they are unlikely to work towards the team's goals. Effective leaders must ensure that everyone on the team is focused on achieving the team's goals.

Spotify has a unique system called "Squads," where teams are organized into small, autonomous units that are responsible for achieving a specific goal. Each squad is aligned with the company's mission and goals, and they are held accountable for their results. This system has led to a high level of focus on the end mission of the company "to be the best music player ever" - which is a result. So successful is the squad system, it's been adopted my countless tech teams across the world.

Case study: Spotify's "Squad" system - watch this video now! 

Are you convinced enough to buy the book yet? If you are on a mission to being an effective leader, it's a must for your library.

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