Overview
Ipanema, a Brazilian Diary company, identified an opportunity to enhance collaboration and leadership alignment across teams to foster a more cohesive and productive culture. To support this goal, we partnered implemented a structured approach to team development based on Patrick Lencioni’s Five Dysfunctions of a Team model. Through a series of tailored workshops, we worked closely with teams and leadership to address key challenges impacting team dynamics and performance. This initiative aimed to strengthen trust, encourage constructive conflict, and build accountability, ultimately aligning the organisation around shared goals for long-term success.
Challenge
Ipanema recognised the need to strengthen organisational collaboration and leadership to create a more cohesive culture. After assessing their team dynamics, we recommended using Patrick Lencioni’s Five Dysfunctions of a Team model to address common challenges undermining team performance. The goal was to improve teamwork and leadership alignment throughout the organisation, from individual teams to senior leadership.
Approach
We facilitated workshops with teams from across the organisation, including leadership, inspired by Lencioni’s Five Dysfunctions of a Team:
1. Absence of Trust – We facilitated trust-building exercises, encouraging open and honest communication to foster vulnerability-based trust.
2. Fear of Conflict – Our sessions guided teams in embracing healthy conflict, helping them to openly express differing opinions and collaborate more effectively.
3. Lack of Commitment – We worked with teams to ensure clarity in decision-making and goal-setting, enabling stronger commitment to shared objectives.
4. Avoidance of Accountability – We introduced mechanisms for peer accountability, helping teams hold each other responsible for achieving collective goals.
5. Inattention to Results – By focusing teams on group achievements rather than individual success, we helped align efforts around measurable, collective results.
The leadership team played a key role in modelling these behaviours, driving alignment and ensuring a consistent approach across the organisation.
Outcome
With our facilitation of the Five Dysfunctions framework, Ipanema saw significant improvements in trust, accountability, and collaboration. This cultural shift resulted in better team alignment, higher engagement, and more focused efforts on achieving shared organisational goals. Ipanema continues to build on this foundation to sustain long-term growth and success.
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