Five Models for Understanding Team Dynamics

There are various ways to analyze and study group development. This resource starts by reviewing the Tuckman linear model of group development, which is rarely used to form groups. It then discusses additional models by which groups are evaluated. For example, the DISC model considers the attributes of the team members using descriptors. The GRIP model states that highly effective teams require interpersonal relationships and the ability to be flexible and deal with conflicts. The Thomas-Kilman Conflict Mode model uses a scale of assertiveness versus cooperativeness. Lastly, the Lencioni model emphasizes the importance of trust, commitment, and accountability. Consider your behavior and attributes and how they affect the teams and groups you are a member of.

Lencioni Model

In his 2005 book, The Five Dysfunctions of a Team, Lencioni outlines five common problems teams experience that impact their effectiveness:

  1. Lack of trust:  if team members do not trust each other, they are unlikely to take risks or ask for help. A lack of trust means a low level of comfort that makes it difficult to communicate and perform effectively as a team
  2. Fear of conflict:  avoiding conflict can lead to an artificial "peace" at the expense of progress and innovation. Conflict is a normal part of team work and can be very productive if managed effectively.
  3. Lack of commitment:  team members do not commit to doing the work, do not follow through on decisions or tasks, do not meet deadlines, and let their teammates down, ultimately affecting the success of the whole project.
  4. Avoidance of accountability.
  5. Inattention to results:  when team members focus on their own personal goals instead of project goals, they lose sight of the expected results that actually measure the success of the project. Not focusing on the results during the process means that no one is planning how to improve those results.
A pyramid representing the Lencioni model
Figure 4.2.5 Lencioni Model: Five Dysfunctions of a Team


Lencioni advises tackling each dysfunction, displayed in the pyramid in Figure 4.2.5, from the bottom up. Establishing trust is a crucial first step to being able to manage conflict, achieve commitment, create accountability and focus on results.