CEO Questionnaire to Identify Team Dysfunctions

This questionnaire is designed to help CEOs diagnose dysfunctions within their leadership teams based on Patrick Lencioni’s Five Dysfunctions of a Team framework, along with other key indicators of team effectiveness.

Each section corresponds to a core dysfunction and includes both quantitative (rating scale) and qualitative (open-ended) questions.

1. Absence of Trust

(Lack of vulnerability, fear of admitting weaknesses or mistakes, reluctance to ask for help.)

A. Quantitative Assessment (Rate on a scale of 1-5, where 1 = Strongly Disagree and 5 = Strongly Agree)

  • My leadership team openly admits when they make mistakes.
  • Team members are comfortable sharing their weaknesses without fear of judgment.
  • There is a high level of psychological safety within the team.
  • Team members proactively ask each other for help when needed.
  • Conflict and disagreements are handled constructively rather than avoided.

B. Qualitative Questions

  • What prevents your team members from admitting mistakes or asking for help?
  • Have you noticed any behaviors that indicate a lack of trust among your team?
  • How do you personally encourage openness and vulnerability in your team?

2. Fear of Conflict

(Artificial harmony, avoidance of difficult conversations, passive-aggressive behavior.)

A. Quantitative Assessment

  • My team openly discusses difficult topics without fear of backlash.
  • Disagreements are handled productively rather than avoided.
  • I observe team members challenging each other’s ideas in a constructive manner.
  • Conflict is seen as a positive force that drives better decisions.
  • We address issues quickly instead of letting them fester.

B. Qualitative Questions

  • When was the last time your team had a difficult conversation? How was it handled?
  • Are there any “taboo” topics that your team avoids discussing?
  • How do you personally encourage healthy debate and dissent in your leadership team?

3. Lack of Commitment

(Indecisiveness, lack of clarity, slow decision-making, uncertainty about goals.)

A. Quantitative Assessment

  • My team leaves meetings with clear decisions and action steps.
  • Everyone fully commits to team decisions, even when they initially disagreed.
  • There is little second-guessing or revisiting of past decisions.
  • Goals and priorities are clearly communicated and understood.
  • Team members take ownership of their responsibilities without needing micromanagement.

B. Qualitative Questions

  • Have you noticed hesitation or delays in decision-making? If so, why?
  • How do you ensure that every team member is aligned with the company’s goals?
  • Do team members express commitment to decisions made, or do they revisit them later?

4. Avoidance of Accountability

(Low performance standards, lack of peer accountability, unwillingness to address poor behaviour.)

A. Quantitative Assessment

  • Team members hold each other accountable for their commitments.
  • Performance issues are addressed openly rather than ignored.
  • My leadership team sets high standards and does not tolerate mediocrity.
  • I do not need to be the sole enforcer of accountability; team members keep each other in check.
  • There are clear consequences for not meeting expectations.

B. Qualitative Questions

  • How comfortable are team members in calling out underperformance in their peers?
  • What challenges do you face in enforcing accountability within your leadership team?
  • Have you noticed any signs of favouritism or leniency in addressing performance issues?

5. Inattention to Results

(Personal ego over team success, focus on individual wins instead of collective goals.)

A. Quantitative Assessment

  • My team prioritizes the company’s success over personal agendas.
  • Team members celebrate shared wins rather than individual achievements.
  • There is a strong focus on key performance metrics and business outcomes.
  • Everyone understands and is motivated by the company’s vision.
  • Decision-making is driven by data and results rather than politics or emotions.

B. Qualitative Questions

  • Do you notice any individuals prioritizing personal success over company success?
  • How do you ensure alignment between personal goals and company objectives?
  • What mechanisms do you use to track and celebrate team progress?

6. Additional Indicators of Team Dysfunction

Communication & Collaboration

  • Does your leadership team communicate openly and transparently?
  • Are there silos or a lack of collaboration between departments?
  • Do team members frequently misinterpret goals or expectations?

Decision-Making Speed & Effectiveness

  • Are decisions being made efficiently, or do they often stall?
  • How often do you revisit the same issues without resolution?
  • Do team members display confidence in executing decisions?

Team Morale & Engagement

  • How would you describe the overall morale of your leadership team?
  • Do team members appear motivated and engaged?
  • Have you noticed burnout or disengagement in any team members?

Next Steps & Action Plan

  1. Analyse Results
    • Identify the lowest-scoring areas and key themes from qualitative responses.
  2. Prioritize Interventions
    • Focus on 2-3 critical dysfunctions and create an action plan.
  3. Facilitate Team Discussions
    • Conduct a leadership retreat or structured meetings to address issues.
  4. Implement Accountability Mechanisms
    • Introduce team scorecards, peer accountability structures, and leadership coaching.
  5. Monitor Progress
    • Reassess team dynamics every quarter and adjust strategies accordingly.