What’s the Secret Sauce to Building Winning Teams

Let’s be real—no matter how amazing your product is, how genius your strategy seems, or how deep your pockets go, your business won’t hit its full potential unless you have a rockstar team making things happen. In my career, I’ve been part of both dream teams as well as a few total dumpster fires. Trust me, the difference in results is night and day.

One of the best frameworks out there for building high-performing teams comes from Patrick Lencioni’s legendary book The Five Dysfunctions of a Team. His approach puts names to the classic team problems we’ve all eperienced and offers simple (yet powerful) solutions to fix them.

1. Trust: The Glue That Holds It All Together

Think of trust as the foundation of a house—without it, everything crumbles. If team members don’t trust each other, they’ll hide mistakes, hesitate to ask for help, and blame others for when things go wrong.

Brené Brown (queen of trust-building) says it all starts with vulnerability. People need to feel safe enough to be honest—whether it’s admitting they don’t know something or confessing they made a mistake.

2. Conflict: The Good Kind (Yes, It Exists)

No trust? No conflict. And no conflict means no real conversations—just forced smiles and nods while secretly disagreeing with everything being said.

When teams avoid tough discussions, they get stuck in “fake harmony” mode. The result? Terrible decisions, missed opportunities, and a whole lot of “I knew that was a bad idea” after the fact. The fix? Create a safe space where people want to challenge each other. Try using “Devil’s Advocate” exercises or the “Six Thinking Hats” method to get all perspectives on the table.

And leaders, listen up—if someone bravely voices a different opinion, reward that behavior. Otherwise, you’ll be stuck with a team that just agrees with everything you say (and let’s be honest, that’s not good for anyone).

3. Commitment: All In or Nothing

If no one speaks up during discussions, guess what? They won’t commit to decisions either. And when there’s no commitment, things get wobbly fast—priorities become unclear, people hesitate and question previous decisions, and next thing you know, nothing actually gets done.

The fix? Make sure everyone is crystal clear on goals, expectations, and decisions. No half-hearted agreements allowed. Regular check-ins help reinforce commitment, as does having clear ownership of tasks.

4. Accountability: No Free Passes

Without commitment, accountability goes out the window. And when no one holds each other accountable, mediocrity becomes the standard. People miss deadlines, drop the ball, and avoid responsibility—because, hey, no one’s calling them out on it.

To turn this around, teams need both personal and mutual accountability. Leaders should model this behavior, but peer-to-peer accountability is just as crucial. Try regular team check-ins, peer feedback sessions, or even a simple scoreboard tracking key contributions.

5. Results: The Endgame

The final dysfunction? When people put their personal wins above the team’s success. When this happens, it’s every person for themselves, and the team (and business) suffer.

To prevent this, leaders need to create a results-driven culture. How? By setting clear, measurable goals that put the focus on team success rather than individual glory. And don’t forget to celebrate wins—big and small. A little recognition goes a long way in keeping everyone motivated.

Bringing It All Together

If you want to build an unstoppable team, here’s the game plan:

Lead by example. If you want trust, be vulnerable. If you want accountability, own your mistakes too.

Set team norms. Co-create ground rules for communication, collaboration, and decision-making.

Check in regularly. Anonymous surveys, facilitated discussions, or honest feedback sessions help keep a pulse on team health and the team engaged in the behavior you seek.

Invest in team development. Workshops, retreats, and trust-building exercises aren’t just corporate fluff—they actually work – especially when the leaders role model the behavior they seek from the team.

Celebrate like you mean it. A simple shoutout, team lunch, or monthly recognition event can do wonders for morale.

At the end of the day, building a high-performing team isn’t just about great individual performers—it’s about building a culture where people trust each other, are committed to the team objectives, and feel accountable to each other. Nail this, and your team won’t just succeed; they’ll thrive.