Failure to hold one another accountable creates an environment where the fifth dysfunction can thrive. Without committing to a clear plan of action, even the most focused and driven people often hesitate to call their peers on actions and behaviors that seem counterproductive to the good of the team. Because of this lack of real commitment and buy-in, team members develop an avoidance of accountability, the fourth dysfunction. Without having aired their opinions in the course of passionate and open debate, team members rarely, if ever, buy in and commit to decisions, though they may feign agreement during meetings.
A lack of healthy conflict is a problem because it ensures the third dysfunction of a team: lack of commitment. Instead, they resort to veiled discussions and guarded comments. Teams that lack trust are incapable of engaging in unfiltered and passionate debate of ideas. This failure to build trust is damaging because it sets the tone for the second dysfunction: fear of conflict. Team members who are not genuinely open with one another about their mistakes and weaknesses make it impossible to build a foundation for trust. Essentially, this stems from their unwillingness to be vulnerable within the group. “The first dysfunction is an absence of trust among team members.
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