Leadership teams have the power to shape the direction and success of organizations. However, many senior teams struggle with internal dynamics that derail their effectiveness.

CEOs often focus on external objectives, such as market share or financial performance, while overlooking the health of their leadership team. This neglect can hinder strategy execution and damage morale, ultimately undermining the organization.

A detailed study of senior executives highlights common patterns of dysfunction in leadership teams. These dynamics often fall into three categories: competitive infighting, excessive harmony, or a lack of energy and competence.

By recognizing these patterns and applying targeted strategies, leaders can transform dysfunction into alignment and drive organizational performance.

Why It Matters: Dysfunctional leadership teams affect not only top-level decision-making but also the broader organization. Poor communication, unresolved conflicts, and a lack of accountability lead to missed opportunities, low morale, and stagnation. Addressing these challenges is critical to ensuring strategies are effectively implemented and teams remain high-performing.

• The Three Patterns of Dysfunction:
  • Shark Tanks: Hyper-competitive teams where power struggles and personal agendas overshadow collaboration, stalling decision-making and undermining morale.
  • Petting Zoos: Overly harmonious environments that avoid conflict, resulting in shallow discussions, unchallenged ideas, and a lack of innovation.
  • Mediocracies: Teams that exhibit complacency, low competence, and resistance to change, often relying on past successes rather than adapting to new challenges.

• Recognizing the Warning Signs:
  • Shark Tanks: Persistent one-on-one lobbying outside of meetings, public criticism of decisions, and alliance-building within the team.
  • Petting Zoos: Muted discussions, performance theater, and reluctance to address accountability issues.
  • Mediocracies: Undefined roles, siloed operations, and a general lack of urgency or strategic focus.

• Tailored Strategies to Address Dysfunction:
  • For Shark Tanks: Set clear behavioral expectations, identify and confront self-serving behaviors, and model constructive collaboration.
  • For Petting Zoos: Encourage data-driven debate, establish psychological safety, and redefine decision-making processes to embrace constructive conflict.
  • For Mediocracies: Rebuild the team with diverse and capable members, define roles and responsibilities clearly, and promote continuous improvement.

• General Practices for High-Performing Teams:
  • Develop a shared vision and purpose to align team efforts.
  • Populate the team with members whose skills and temperament complement the organization’s goals.
  • Clearly define roles, responsibilities, and decision-making authority.
  • Reinforce behavioral norms through consistent feedback and role modeling.

• The Role of Leadership: Addressing dysfunction requires leaders to take a proactive, analytical approach, diagnose the underlying issues, and implement specific remedies to create a cohesive and effective team.

Go Deeper -> Why Leadership Teams Fail And What to Do About It – Harvard Business Review