What Is Lencioni's Five Dysfunctions Pyramid

Issues/Problem
The team Tony Marshall is mentoring lacks the basic levels on Lencioni’s Five Dysfunctions pyramid, which include trust, commitment, and accountability. According to context category of the Team Effectiveness Model, in the absence of trust, it is impossible to be a high performing team. A lack of trust is evident when Onyealisi said, “That is the dumbest idea I have ever heard.” Statements like these make it a difficult environment to feel comfortable sharing ideas in. Prasad also expressed his lack of trust of Onyealisi to do the work that he is assigned, when he began showing up late and unprepared. This also shows a lack of commitment to the group. If the members of the group don’t participate, they become disengaged and
It is the lowest tier on Lencioni’s Five Dysfunctions of a team, which means they cannot move up and satisfy any other levels without it. The team is already a couple weeks in it would be hard to establish trust when they already have ideas and judgements about each other. Trust is hard to build and even harder to rebuild, therefore the easiest option would be to find different teams. However, to disband the team would mean they have wasted a lot of their time and it may be hard to for each member to enter another group as an outsider. Another option would be to revise the structure of the team through the use of an Intervention. One main source of the distrust and lack of commitment in the group is Onyealisi. Risking the chance it will offend him, an individual intervention is key in order to rebuild the group. It will allow Tony to get an understanding of his behavior and come up with a specific plan, perhaps a schedule, to ensure that he only enhances the group and not cause its problems. A team intervention must be held as well, so the members can tell each other their concerns and determine the rules for the meeting, which includes a punishment for being late and unprepared, as well as how to resolve conflict and make decisions. The last alternative is to leave the group the way they are in hopes that they will work out their problems with a little more time. This is a risk as the team lacks the basic
Onyealisi must understand how his actions are preventing the team from working together successfully. One element for success is to clarify personal goals, which will give him the ability to focus his priorities, guide his decision-making, take responsibility, and begin to improve his performance. At the same time, the team must also get an understanding of why he’s acting this way to avoid making a fundamental attribution error. They must also hold him accountable for his actions by addressing their issues with him being late, unprepared, and defensive, right after the negative behavior occurs. For the team intervention each member should be there in person to discuss how to improve communication, create a structure for the team, and establish a friendship. Whether it is making a contract or having a monthly session to talk through grievances and analyze their performance, it is important for their future success to have goals, expectations, and a strong bond, which starts with constructive criticism and positive