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 The Five Dysfunctions of a Team Assessment

Introduction

The primary purpose of this assessment is to provide you with a sense of your team’s unique strengths and areas for improvement. For a more accurate and holistic analysis, we encourage your entire team to complete the Assessment. While the assessment itself provides and interesting perspective, its most important aspect is the discussion it may provoke around specific issues.

Your personal information will remain confidential. Please complete the following

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Instructions: Use the scale below to indicate the extent to which each statement applies to your Team.
Be sure to evaluate the statements honestly and without over-thinking your answers.


UsuallySometimesRarely
Team members are passionate and unguarded in their discussion of issues.
Team members call out one another’s deficiencies or unproductive behaviors.
Team members know what their peers are working on and how they contribute to the collective good of the team.
Team members quickly and genuinely apologize to one another when they say or do something inappropriate or possibly damaging to the Team.
Team members willingly make sacrifices (such as budget, turf, head count) in their committees or areas of expertise for the good of the Team.
Team members openly admit their weaknesses and mistakes.
Team meetings are compelling, not boring.
Team members leave meetings confident that their peers are completely committed to the decisions agreed upon during the meetings, even if there was initial disagreement.
Morale is significantly affected by the failure to achieve Team goals.
During Team meetings, the most important and most difficult issues are put on the table to be resolved.
Team members are deeply concerned about the prospect of letting down their peers.
Team members know about one another’s personal lives and are comfortable discussing them.
Team members end discussions with clear and specific resolutions and calls to action.
Team members challenge one another about their plans and approaches.
Team members are slow to seek credit for their own contributions but quick to point out those of others.

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Adapted from Overcoming the Five Dysfunctions of a Team: A Field Guide for Leaders, Managers and Facilitators, by Patrick Lencioni

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