As a transformation professional, I’ve witnessed the power of cohesive leadership during periods of significant transition. Central to this transformation is understanding and addressing the core dysfunctions that Patrick Lencioni identifies in his seminal work, “The Five Dysfunctions of a Team.” When applied to change leadership, these insights offer a powerful framework for executive teams navigating the complexities of organizational change.

The five Dysfunctions Lencioni describes are:

· Absence of Trust

· Fear of Conflict

· Lack of Commitment

· Avoidance of Accountability

· Inattention to Results

At the heart of Lencioni’s model is the absence of trust, which is foundational for any executive team leading change.

Trust is not merely about reliability; it’s about vulnerability-based trust, where team members feel safe to express uncertainties, fears, and acknowledge their mistakes. In the context of change management, this vulnerability is crucial. It allows for open dialogue about the change’s impact, fostering a culture where concerns are addressed, not ignored.

Fear of conflict follows closely, which Lencioni sees as detrimental to achieving a productive exchange of ideas. For change leadership, constructive conflict around strategies and plans is essential. It ensures that all perspectives are considered, leading to more robust and resilient change initiatives. Executive teams must cultivate an environment where debate is seen as a path to innovation, not an impasse to avoid.

Lack of commitment, avoidance of accountability, and inattention to results are the remaining dysfunctions that can derail change initiatives.

Commitment is about buy-in and clarity; without it, executing change is like navigating without a compass. Accountability, on the other hand, ensures that standards are maintained and that the team collectively owns the change process.

Finally, focusing on collective results, as opposed to individual achievements, aligns team efforts towards the organizational goals.

In conclusion, leveraging the Lencioni model, executive teams can significantly enhance their change leadership capabilities. By systematically addressing each dysfunction, they can foster a team environment that not only embraces change but thrives in it. The journey of organizational change is complex and fraught with challenges, but with a committed and cohesive leadership team, the path to transformation is clear and attainable.