Team Madness Fueled by Mistrust and Lack of Accountability


We’re all about teams! Well, we say we are but has everyone bought into the true concepts of what makes a team great?

Our mission, values, and leaders continuously refer to open and collaborative work environments; it sounds great and presents a work culture that attracts talent. But our team is anything but collaborative. Does this sound familiar? It’s the Team Madness Monster!!

It seems like we’re a group struggling to perform because we keep bumping into attitudes like “I doubt you’re really going to come through.”



If you’re interested in building high-performing teams and taming the Team Madness Monster, here are the 5 critical behaviors your teams need to be prepared to do. Caution – building teams takes time and dedication; not an overnight “fix.”

  • Build Trust – have confidence that peers are well-intentioned and remember it’s ok to be vulnerable with one another
  • Embrace Conflict – understand that the only way to grow is through healthy and productive conflict – don’t be afraid of the work conflict brings. When we refer to conflict for teams, we’re not suggesting hurtful fighting; instead we’re referring to productive discussions of different points of views
  • Believe in Commitment – be clear about participating in timely decisions and buy-in to the team decision, even if there are some uncertainties
  • Demonstrate Accountability – although the word is so overused, it is an important construct – be able to call on yourself as well as your peers to do what you say you will do, when you say you will do it. Peer pressure does equate to more effective and efficient performance
  • Care about Team Results – clarity of specific objectives and clear outcomes should be the focus of how the team measures its performance – it’s not about what one individual achieves

According to the research of experts, like Patrick Lencioni, consultant and author of The Five Dysfunctions of a Team, lack of intentional team development in these five areas creates the madness of mistrust and ineffectiveness. In addition to coaching team members, EMI is ready to assist organizations with team building through a Wiley Program, based on Mr. Lencioni’s research – The Five Behaviors of a Cohesive Team. Both of these resources offer tremendous insights for helping team members with clarity and necessary competency skill building. Please let us know if EMI can be of assistance in adapting these materials to your leadership development and executive coaching efforts.

What’s your “monster” challenge? Send your brief description to If your monster is selected, we’ll send you a fun coloring book to help you relieve the stress this bad guy has caused you.