Let’s be real—most team dysfunction doesn’t show up with a flashing red light. It creeps in quietly. A missed deadline here. An awkward meeting there. Slowly, performance dips and trust erodes... and by the time leaders realize what’s happening, the damage is already done.

The good news? Dysfunction isn’t a death sentence. But it is a wake-up call.

If you lead a team—whether five people or five hundred—recognizing the signs early can save you time, money, and a whole lot of regret.

🚩 First, Let’s Talk Red Flags

If your team is showing any of these behaviors, it's time to pay attention:

1. Silence in meetings – When no one speaks up, it’s rarely a sign of agreement. It’s usually fear or disengagement.
   
2. Finger-pointing – Blame is flying, but no one is owning solutions.
   
3. Cliques and side conversations – Small “in-crowds” are forming, and not everyone feels part of the team.
   
4. Low accountability – Deadlines are missed. Goals slip. But no one seems to care (or no one is saying anything).
   
5. High turnover or burnout – People are emotionally checking out—or leaving altogether.

“The strength of the team is each individual member. The strength of each member is the team.”
— Phil Jackson 13-time NBA Champion

When dysfunction goes unchecked, the best players either burn out or walk out.

🛠️ Now, How Do You Fix It?

Name the Elephant in the Room

Patrick Lencioni, you know I love him, in The Five Dysfunctions of a Team, says that fear of conflict is one of the biggest barriers to team health. If people feel like they can’t speak up, dysfunction festers. Here’s the challenge for leaders like me who don’t fear conflict, it’s not easy to see when people feel this way.  A lot of leaders are used to conflict, that’s why we became leaders, so we could fix things.  I still, after decades of leadership, struggle to understand folks who avoid conflict.  In my experience, when it’s avoided, it only gets worse. I’d rather NIP IT IN THE BUD immediately so I can move on to more important things. I realize that’s usually not a popular perspective but when I can teach team members how to do it and watch them thrive, it’s one of the most rewarding things.

Fix: Create space for real talk. You can’t fix what people are afraid to say out loud. Start meetings with “What’s one thing we’re not saying that needs to be said?”

Reset Expectations Around Accountability

When roles get blurry or follow-through is optional, dysfunction thrives.

Harvard Business Review reports that “lack of clarity around roles and responsibilities” is a leading cause of team breakdown.
— HBR, "The Secrets of Great Teamwork." 

Fix: Use software tools, charts or clear meeting action items to assign who does what by when. Make ownership visible and follow up regularly.

Build Trust Through Vulnerability

It sounds soft, but it’s not. When leaders admit mistakes or ask for feedback, they model the behavior they want to see. I’m incredibly transparent and vulnerable with my team.  Most have seen me lose a tear or two at some point.  I want them to know it’s ok to be human even at the office.  I’d never make a good poker player.  People usually know how I feel about something just by looking at my face. The fastest way for me to solve a problem is to process my emotions out loud in real time. If you’re going to do this you gotta have a filter. I admit there are times when my filter isn’t working as well as I wish it were. When that happens, I’ll apologize immediately.  Here’s an example of how I demonstrate vulnerability.

Fix: “Susi help me understand what happened? Do you feel you handled that the best way?  I get it, I’ve struggled with that situation too.  Here’s an example of how that happened to me once and it didn’t turn out well. In the future do you think you could handle it in a better way?  You don’t have any ideas?  Here’s a way I’ve handled the situation successfully in the past?  Do you think you could try that? I’m concerned that this has happened, and I don’t expect it to happen again.  Do you think you can avoid it moving forward?  We all make mistakes.  I’ve made a million and now this one for you is in the past too.  Let’s focus on better outcomes for the future.  I really appreciate your openness and transparency for how you’re handling this challenge. I believe in you and your ability to create better outcomes.”

Vulnerability earns trust—and trust fuels performance.

Break Down Silos

When departments or personalities start acting like “us vs. them,” collaboration dies.

Fix: Crosstrain roles, pair team members on shared projects, or rotate responsibilities. Getting people to walk in each other’s shoes increases empathy and reduces drama.

Celebrate Progress, Not Perfection

Dysfunction often grows when teams only hear about what’s broken. People need to know what’s working too. Celebrate the small wins. They become fertile ground to grow big wins.

“People work for money but go the extra mile for recognition.”
— Dale Carnegie self-help author

Fix: Shout out wins—big and small. Recognition keeps morale high and reminds people that their work matters. One way I do this is by sending all staff emails naming specific people executing excellence and teamwork that’s making a positive impact for the organization. Another thing I like to do is leave a handwritten note on the desk of someone doing something special.  This way they know I noticed.

Healthy Teams Don’t Happen by Accident

Spotting dysfunction isn’t a sign that you’ve failed—it’s a sign that you care. And every team, no matter how seasoned or smart, needs a reset from time to time.

Start by listening. Then lead with courage.

Because the best teams don’t avoid conflict—they work through it. They don’t run from hard conversations—they lean into them.

And that’s where the real magic of growth begins.