Coaching practices for Five Dysfunctions Pyramid
Describe almost anything you are working through and IX Coach finds the practices whose real-world fit is closest. For Five Dysfunctions Pyramid, these are the strongest matches in the current practice library.
Does this sound like the set of challenges you might be facing?
- My team only ever talks about how we’re working together after something has already blown up
- When someone on my team drops the ball, everyone just waits for me to be the one to say something
- On paper my life looks successful
- Everyone on my team is quietly playing for their own scoreboard
- I’ve been focused on the obvious wound
Practices that may help
- The Five Dysfunctions of a Team, Made Practical
Patrick Lencioni’s model describes five compounding failures that undermine teams: absence of trust, fear of conflict, lack of commitment, avoidance of accountability, and inattention to results — each built on the one below. It is a practitioner framework presented as a business fable, not an empirically tested model, but its five dimensions align well with decades of team effectiveness research, making it a useful diagnostic even without controlled-trial support. - Use regular team health checks to surface dysfunction early
Teams that check in on how they’re working together catch dysfunction before it compounds.
The Five Dysfunctions of a Team, Made Practical - Create a culture of peer-to-peer accountability
Teams that only hold each other accountable through the manager haven’t built real accountability at all.
The Five Dysfunctions of a Team, Made Practical - Audit your life against PERMA
Check well-being across all five pillars — emotion, engagement, relationships, meaning, accomplishment.
Positive Psychology, Made Practical - Align around collective results, not individual status
Teams fail when members prioritize their own visibility or department’s success over the shared goal.
The Five Dysfunctions of a Team, Made Practical - Examine stuck points across the five disrupted domains
CPT organizes trauma-disrupted beliefs into five domains — Safety, Trust, Power, Esteem, Intimacy — to ensure none are missed.
Cognitive Processing Therapy (CPT): Unsticking the Meanings That Maintain PTSD - Build vulnerability-based trust
Teams that can’t admit weakness, mistakes, or ignorance to each other cannot genuinely collaborate.
The Five Dysfunctions of a Team, Made Practical - Identify your early maladaptive schemas
Map the 2–5 core schemas that most consistently drive your distress, avoidance, and relationship patterns.
Schema Therapy: Healing Early Maladaptive Beliefs - Run a PERMA audit of your current well-being
Rate each of the five PERMA pillars to find which is currently limiting your overall flourishing.
Seligman’s PERMA Model, Made Practical - Identify the drag domain — the one pulling everything else down
One chronically low domain often functions as a ceiling on satisfaction in all the others.
The Wheel of Life, Made Practical
Related concerns
- How To Assess Team Dysfunction
Teams that check in on how they’re working together catch dysfunction before it compounds.
Use regular team health checks to surface dysfunction early
- How To Fix Team Dysfunction
Teams fail when members prioritize their own visibility or department’s success over the shared goal.
Align around collective results, not individual status
- How To Improve A Team
Teams fail when members prioritize their own visibility or department’s success over the shared goal.
- Lencioni Five Dysfunctions
Patrick Lencioni’s model describes five compounding failures that undermine teams: absence of trust, fear of conflict, lack of commitment, avoidance of accountability, and inattention to results — each built on the one below. It is a practitioner framework presented as a business fable, not an empirically tested model, but its five dimensions align well with decades of team effectiveness research, making it a useful diagnostic even without controlled-trial support.
- The Five Dysfunctions Of A Team After A Setback
Patrick Lencioni’s model describes five compounding failures that undermine teams: absence of trust, fear of conflict, lack of commitment, avoidance of accountability, and inattention to results — each built on the one below. It is a practitioner framework presented as a business fable, not an empirically tested model, but its five dimensions align well with decades of team effectiveness research, making it a useful diagnostic even without controlled-trial support.
- The Five Dysfunctions Of A Team At Work
Patrick Lencioni’s model describes five compounding failures that undermine teams: absence of trust, fear of conflict, lack of commitment, avoidance of accountability, and inattention to results — each built on the one below. It is a practitioner framework presented as a business fable, not an empirically tested model, but its five dimensions align well with decades of team effectiveness research, making it a useful diagnostic even without controlled-trial support.
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