Assessments based on Patrick Lencioni’s “The Five Dysfunctions of a Team” typically evaluate comprehension and application of the model’s core concepts: absence of trust, fear of conflict, lack of commitment, avoidance of accountability, and inattention to results. These evaluations can take various forms, from simple multiple-choice questions to scenario-based analyses, often presented digitally or in print. Example questions might explore how a team member exhibiting a specific dysfunction would behave in a given situation or ask participants to identify the root cause of a team’s underperformance based on the model.
Such assessments are valuable tools for team development and leadership training. They facilitate a deeper understanding of the interconnectedness of these dysfunctions and their impact on team effectiveness. By identifying specific areas of weakness, teams can develop targeted strategies for improvement and build a stronger foundation for collaboration and high performance. The model, introduced in the early 2000s, has become a widely recognized framework for understanding team dynamics and has contributed significantly to the field of organizational development.
