Great executive leadership teams are built on a foundation of vulnerability-based trust. They check their egos and politics at the door when they meet to discuss company issues. Because they individually have a mindset to fight for the greater good, collectively they hold each other accountable and call each other out when necessary. Sure, discussions can get heated, tempers flare, people get louder, but healthy conflict and a willingness to enter the danger is critical to building a strong, cohesive team.

One of my favorite authors on the subject is Patrick Lencioni, and one of my favorite books he’s written is The Five Dysfunctions of a Team. In the book, he lays out the structure to build a healthy, cohesive team.

1. Absence of Trust
   We all know that if you’re dependable, you’ll earn trust. Lencioni goes beyond this and speaks to vulnerability-based trust. This means you’re willing to be vulnerable with your team without the fear of it being used against you.
2. Fear of Conflict
   When leadership teams rarely have conflict, it tells me “artificial harmony” has set in. Healthy conflict focuses on constructive arguments instead of destructive attacks on individuals. Healthy teams don’t avoid the tough issues, they put them first.
3. Lack of Commitment
   Commitment requires clarity and responsibility. When teams show mutual respect, everyone weighs in on the discussion and arrives at a solution together, all team members have had a hand in crafting the decision which achieves clarity of the commitment. It’s when team members defer to one another that buy-in occurs. Buy-in means that, even though I may not be getting what I want, my opinions have been heard and I can support the team’s decision without feeling neglected.
4. Avoidance of Accountability
   Not holding your team accountable to the commitments they made is a trap. A major pitfall is not clarifying expectations. Not offering constructive criticism or feedback leads to feeling resentful that those commitments aren’t going to be met. Great leadership teams have very clear deliverables for each commitment, and they hold each other accountable by asking clarifying questions that may challenge their teammates.
5. Inattention to Results
   When team members start to prioritize their individual agendas ahead of the company’s goals, the team loses focus. In order to stay on track, teams meet weekly to track their results.

If you notice any of these dysfunctions in your company or team, read The Five Dysfunctions of a Team and start building a strong, healthy, cohesive team that builds trust and doesn’t avoid conflict, is committing to decisions, holds each other accountable, and stays focused on tracking results.