{"id":632347,"date":"2024-08-27T15:00:00","date_gmt":"2024-08-27T12:00:00","guid":{"rendered":"https:\/\/en.buradabiliyorum.com\/from-dysfunction-to-high-performance-a-model-for-agency-success\/"},"modified":"2024-08-27T15:00:00","modified_gmt":"2024-08-27T12:00:00","slug":"from-dysfunction-to-high-performance-a-model-for-agency-success","status":"publish","type":"post","link":"https:\/\/buradabiliyorum.com\/en\/from-dysfunction-to-high-performance-a-model-for-agency-success\/","title":{"rendered":"#From dysfunction to high performance: A model for agency success"},"content":{"rendered":"<div id=\"ez-toc-container\" class=\"ez-toc-v2_0_84 counter-hierarchy ez-toc-counter ez-toc-custom ez-toc-container-direction\">\n<p class=\"ez-toc-title\" style=\"cursor:inherit\">Table of Contents<\/p>\n<label for=\"ez-toc-cssicon-toggle-item-6a2e630ce04b1\" class=\"ez-toc-cssicon-toggle-label\"><span class=\"\"><span class=\"eztoc-hide\" style=\"display:none;\">Toggle<\/span><span class=\"ez-toc-icon-toggle-span\"><svg style=\"fill: #dd3333;color:#dd3333\" xmlns=\"http:\/\/www.w3.org\/2000\/svg\" class=\"list-377408\" width=\"20px\" height=\"20px\" viewBox=\"0 0 24 24\" fill=\"none\"><path d=\"M6 6H4v2h2V6zm14 0H8v2h12V6zM4 11h2v2H4v-2zm16 0H8v2h12v-2zM4 16h2v2H4v-2zm16 0H8v2h12v-2z\" fill=\"currentColor\"><\/path><\/svg><svg style=\"fill: #dd3333;color:#dd3333\" class=\"arrow-unsorted-368013\" xmlns=\"http:\/\/www.w3.org\/2000\/svg\" width=\"10px\" height=\"10px\" viewBox=\"0 0 24 24\" version=\"1.2\" baseProfile=\"tiny\"><path d=\"M18.2 9.3l-6.2-6.3-6.2 6.3c-.2.2-.3.4-.3.7s.1.5.3.7c.2.2.4.3.7.3h11c.3 0 .5-.1.7-.3.2-.2.3-.5.3-.7s-.1-.5-.3-.7zM5.8 14.7l6.2 6.3 6.2-6.3c.2-.2.3-.5.3-.7s-.1-.5-.3-.7c-.2-.2-.4-.3-.7-.3h-11c-.3 0-.5.1-.7.3-.2.2-.3.5-.3.7s.1.5.3.7z\"\/><\/svg><\/span><\/span><\/label><input type=\"checkbox\"  id=\"ez-toc-cssicon-toggle-item-6a2e630ce04b1\" checked aria-label=\"Toggle\" \/><nav><ul class='ez-toc-list ez-toc-list-level-1 ' ><li class='ez-toc-page-1 ez-toc-heading-level-2'><a class=\"ez-toc-link ez-toc-heading-1\" href=\"https:\/\/buradabiliyorum.com\/en\/from-dysfunction-to-high-performance-a-model-for-agency-success\/#Identify_and_overcome_team_dysfunctions_within_your_agency_ensuring_all_teams_operate_at_their_highest_potential\" >Identify and overcome team dysfunctions within your agency, ensuring all teams operate at their highest potential.<\/a><\/li><li class='ez-toc-page-1 ez-toc-heading-level-2'><a class=\"ez-toc-link ez-toc-heading-2\" href=\"https:\/\/buradabiliyorum.com\/en\/from-dysfunction-to-high-performance-a-model-for-agency-success\/#Dysfunction_1_The_absence_of_trust\" >Dysfunction 1: The absence of trust<\/a><ul class='ez-toc-list-level-3' ><li class='ez-toc-heading-level-3'><a class=\"ez-toc-link ez-toc-heading-3\" href=\"https:\/\/buradabiliyorum.com\/en\/from-dysfunction-to-high-performance-a-model-for-agency-success\/#Questions_to_consider\" >Questions to consider<\/a><\/li><li class='ez-toc-page-1 ez-toc-heading-level-3'><a class=\"ez-toc-link ez-toc-heading-4\" href=\"https:\/\/buradabiliyorum.com\/en\/from-dysfunction-to-high-performance-a-model-for-agency-success\/#Agency_or_team_impact\" >Agency or team impact\u00a0<\/a><\/li><li class='ez-toc-page-1 ez-toc-heading-level-3'><a class=\"ez-toc-link ez-toc-heading-5\" href=\"https:\/\/buradabiliyorum.com\/en\/from-dysfunction-to-high-performance-a-model-for-agency-success\/#How_to_begin_to_address_it\" >How to begin to address it<\/a><\/li><\/ul><\/li><li class='ez-toc-page-1 ez-toc-heading-level-2'><a class=\"ez-toc-link ez-toc-heading-6\" href=\"https:\/\/buradabiliyorum.com\/en\/from-dysfunction-to-high-performance-a-model-for-agency-success\/#Dysfunction_2_Fear_of_conflict\" >Dysfunction 2: Fear of conflict<\/a><ul class='ez-toc-list-level-3' ><li class='ez-toc-heading-level-3'><a class=\"ez-toc-link ez-toc-heading-7\" href=\"https:\/\/buradabiliyorum.com\/en\/from-dysfunction-to-high-performance-a-model-for-agency-success\/#Questions_to_consider-2\" >Questions to consider<\/a><\/li><li class='ez-toc-page-1 ez-toc-heading-level-3'><a class=\"ez-toc-link ez-toc-heading-8\" href=\"https:\/\/buradabiliyorum.com\/en\/from-dysfunction-to-high-performance-a-model-for-agency-success\/#Agency_or_team_impact-2\" >Agency or team impact\u00a0<\/a><\/li><li class='ez-toc-page-1 ez-toc-heading-level-3'><a class=\"ez-toc-link ez-toc-heading-9\" href=\"https:\/\/buradabiliyorum.com\/en\/from-dysfunction-to-high-performance-a-model-for-agency-success\/#How_to_begin_addressing_it\" >How to begin addressing it<\/a><\/li><\/ul><\/li><li class='ez-toc-page-1 ez-toc-heading-level-2'><a class=\"ez-toc-link ez-toc-heading-10\" href=\"https:\/\/buradabiliyorum.com\/en\/from-dysfunction-to-high-performance-a-model-for-agency-success\/#Dysfunction_3_Lack_of_commitment\" >Dysfunction 3: Lack of commitment<\/a><ul class='ez-toc-list-level-3' ><li class='ez-toc-heading-level-3'><a class=\"ez-toc-link ez-toc-heading-11\" href=\"https:\/\/buradabiliyorum.com\/en\/from-dysfunction-to-high-performance-a-model-for-agency-success\/#Questions_to_consider-3\" >Questions to consider<\/a><\/li><li class='ez-toc-page-1 ez-toc-heading-level-3'><a class=\"ez-toc-link ez-toc-heading-12\" href=\"https:\/\/buradabiliyorum.com\/en\/from-dysfunction-to-high-performance-a-model-for-agency-success\/#Agency_or_team_impact-3\" >Agency or team impact\u00a0<\/a><\/li><li class='ez-toc-page-1 ez-toc-heading-level-3'><a class=\"ez-toc-link ez-toc-heading-13\" href=\"https:\/\/buradabiliyorum.com\/en\/from-dysfunction-to-high-performance-a-model-for-agency-success\/#How_to_begin_addressing_it-2\" >How to begin addressing it<\/a><\/li><\/ul><\/li><li class='ez-toc-page-1 ez-toc-heading-level-2'><a class=\"ez-toc-link ez-toc-heading-14\" href=\"https:\/\/buradabiliyorum.com\/en\/from-dysfunction-to-high-performance-a-model-for-agency-success\/#Dysfunction_4_Avoidance_of_accountability\" >Dysfunction 4: Avoidance of accountability<\/a><ul class='ez-toc-list-level-3' ><li class='ez-toc-heading-level-3'><a class=\"ez-toc-link ez-toc-heading-15\" href=\"https:\/\/buradabiliyorum.com\/en\/from-dysfunction-to-high-performance-a-model-for-agency-success\/#Questions_to_consider-4\" >Questions to consider<\/a><\/li><li class='ez-toc-page-1 ez-toc-heading-level-3'><a class=\"ez-toc-link ez-toc-heading-16\" href=\"https:\/\/buradabiliyorum.com\/en\/from-dysfunction-to-high-performance-a-model-for-agency-success\/#Agency_or_team_impact-4\" >Agency or team impact<\/a><\/li><li class='ez-toc-page-1 ez-toc-heading-level-3'><a class=\"ez-toc-link ez-toc-heading-17\" href=\"https:\/\/buradabiliyorum.com\/en\/from-dysfunction-to-high-performance-a-model-for-agency-success\/#How_to_begin_addressing_it-3\" >How to begin addressing it\u00a0<\/a><\/li><\/ul><\/li><li class='ez-toc-page-1 ez-toc-heading-level-2'><a class=\"ez-toc-link ez-toc-heading-18\" href=\"https:\/\/buradabiliyorum.com\/en\/from-dysfunction-to-high-performance-a-model-for-agency-success\/#Dysfunction_5_Inattention_to_results\" >Dysfunction 5: Inattention to results<\/a><ul class='ez-toc-list-level-3' ><li class='ez-toc-heading-level-3'><a class=\"ez-toc-link ez-toc-heading-19\" href=\"https:\/\/buradabiliyorum.com\/en\/from-dysfunction-to-high-performance-a-model-for-agency-success\/#Questions_to_consider-5\" >Questions to consider<\/a><\/li><li class='ez-toc-page-1 ez-toc-heading-level-3'><a class=\"ez-toc-link ez-toc-heading-20\" href=\"https:\/\/buradabiliyorum.com\/en\/from-dysfunction-to-high-performance-a-model-for-agency-success\/#Agency_or_team_impact-5\" >Agency or team impact\u00a0<\/a><\/li><li class='ez-toc-page-1 ez-toc-heading-level-3'><a class=\"ez-toc-link ez-toc-heading-21\" href=\"https:\/\/buradabiliyorum.com\/en\/from-dysfunction-to-high-performance-a-model-for-agency-success\/#How_to_address_it\" >How to address it<\/a><\/li><\/ul><\/li><li class='ez-toc-page-1 ez-toc-heading-level-2'><a class=\"ez-toc-link ez-toc-heading-22\" href=\"https:\/\/buradabiliyorum.com\/en\/from-dysfunction-to-high-performance-a-model-for-agency-success\/#Eliminate_dysfunction_in_agencies\" >Eliminate dysfunction in agencies<\/a><\/li><\/ul><\/nav><\/div>\n<h2 class=\"subhead\" itemprop=\"alternativeHeadline\"><span class=\"ez-toc-section\" id=\"Identify_and_overcome_team_dysfunctions_within_your_agency_ensuring_all_teams_operate_at_their_highest_potential\"><\/span>Identify and overcome team dysfunctions within your agency, ensuring all teams operate at their highest potential.<span class=\"ez-toc-section-end\"><\/span><\/h2>\n<p><\/p>\n<div class=\"bialty-container\">\nAgencies have several teams, some of which are formed over the years and some that come together quickly as new hires join and new clients are onboarded. <\/p>\n<p>Agency teams include executive leadership, marketing channel leaders and cross-functional groups or pods responsible for supporting clients.\u00a0<\/p>\n<p>With the complexity found in most agencies, it can be challenging to assess which are your highest-performing teams \u2013 or know what to do when one isn\u2019t performing quite at the level you\u2019d like. <\/p>\n<p>Patrick Lencioni\u2019s book, \u201cThe 5 Dysfunctions of a Team,\u201d can serve as a framework for evaluating each team\u2019s performance to identify areas of opportunity or find the most unified groups.<\/p>\n<p>In summary, the model illustrates the five areas in which teams must thrive to become high-performing. The goal is to be highly functional by avoiding the five most common dysfunctions:\u00a0<\/p>\n<ul>\n<li>Absence of trust.<\/li>\n<li>Fear of conflict.<\/li>\n<li>Lack of commitment.\u00a0<\/li>\n<li>Avoidance of accountability.<\/li>\n<li>Inattention to results.<\/li>\n<\/ul>\n<p>From leadership groups to pods, it\u2019s essential to recognize the stage in which each team operates. Clients have high expectations, and to meet or exceed those expectations, building high-performing teams is critical.<\/p>\n<p>Once a leader of an agency, division or client team recognizes how their team is operating, they can address the gaps to become exceptional.<\/p>\n<p>We\u2019ll start by exploring the lowest level \u2013 trust \u2013 since that is the foundational element of any high-performing team. All other facets and dimensions of this model are built upon trust and once that foundation is set, teams can begin to progress toward becoming the highest-achieving team possible.<\/p>\n<div class=\"wp-block-image\">\n<figure class=\"aligncenter size-full\"><img fetchpriority=\"high\" decoding=\"async\" width=\"1600\" height=\"872\" src=\"https:\/\/searchengineland.com\/wp-content\/seloads\/2024\/08\/5-Dysfunctions-of-a-Team.png.webp\" alt=\"5 Dysfunctions of a Team\" class=\"wp-image-445494\" srcset=\"https:\/\/searchengineland.com\/wp-content\/seloads\/2024\/08\/5-Dysfunctions-of-a-Team.png.webp 1600w,https:\/\/searchengineland.com\/wp-content\/seloads\/2024\/08\/5-Dysfunctions-of-a-Team-600x327.png.webp 600w,https:\/\/searchengineland.com\/wp-content\/seloads\/2024\/08\/5-Dysfunctions-of-a-Team-800x436.png.webp 800w,https:\/\/searchengineland.com\/wp-content\/seloads\/2024\/08\/5-Dysfunctions-of-a-Team-200x109.png.webp 200w,https:\/\/searchengineland.com\/wp-content\/seloads\/2024\/08\/5-Dysfunctions-of-a-Team-768x419.png.webp 768w,https:\/\/searchengineland.com\/wp-content\/seloads\/2024\/08\/5-Dysfunctions-of-a-Team-1536x837.png 1536w\" sizes=\"(max-width: 1600px) 100vw, 1600px\"><\/figure>\n<\/div>\n<h2 class=\"wp-block-heading\" id=\"h-dysfunction-1-the-absence-of-trust\"><span class=\"ez-toc-section\" id=\"Dysfunction_1_The_absence_of_trust\"><\/span>Dysfunction 1: The absence of trust<span class=\"ez-toc-section-end\"><\/span><\/h2>\n<p>If this dysfunction is present, people don\u2019t feel comfortable being vulnerable, which prevents them from building trust with each other.\u00a0<\/p>\n<p>Without trust, moving up the pyramid and creating the optimal environment for high-performing teams is impossible.<\/p>\n<p>In the absence of trust, you may notice some or all of the following: failure to get feedback, unpleasant or avoided meetings or politics.<\/p>\n<h3 class=\"wp-block-heading\" id=\"h-questions-to-consider\"><span class=\"ez-toc-section\" id=\"Questions_to_consider\"><\/span>Questions to consider<span class=\"ez-toc-section-end\"><\/span><\/h3>\n<ul>\n<li>Are team members slow to seek credit for their own work but point out the success of others?<\/li>\n<li>Do your colleagues open up about strengths and weaknesses?<\/li>\n<li>Do people speak up when they make mistakes and apologize?<\/li>\n<\/ul>\n<h3 class=\"wp-block-heading\" id=\"h-agency-or-team-impact-nbsp\"><span class=\"ez-toc-section\" id=\"Agency_or_team_impact\"><\/span>Agency or team impact\u00a0<span class=\"ez-toc-section-end\"><\/span><\/h3>\n<p>If people don\u2019t feel safe, they may not surface mistakes or concerns that could make them look bad. This could mean that issues are brushed under the table or linger longer than necessary.<\/p>\n<h3 class=\"wp-block-heading\" id=\"h-how-to-begin-to-address-it\"><span class=\"ez-toc-section\" id=\"How_to_begin_to_address_it\"><\/span>How to begin to address it<span class=\"ez-toc-section-end\"><\/span><\/h3>\n<p>Showing that vulnerability can be validated, instead of always negatively reinforced through punishment, is important. Build bonds by sharing something personal that others don\u2019t know. The leader goes first so that it creates a safe space.<\/p>\n<p><strong><em>Dig deeper: Scaling an agency: Lessons of growth and change<\/em><\/strong><\/p>\n<h2 class=\"wp-block-heading\" id=\"h-dysfunction-2-fear-of-conflict\"><span class=\"ez-toc-section\" id=\"Dysfunction_2_Fear_of_conflict\"><\/span>Dysfunction 2: Fear of conflict<span class=\"ez-toc-section-end\"><\/span><\/h2>\n<p>If this dysfunction exists, there\u2019s <a href=\"https:\/\/buradabiliyorum.com\/en\/category\/general\/\" data-internallinksmanager029f6b8e52c=\"3\" title=\"General\" target=\"_blank\" rel=\"noopener\">general<\/a>ly a lack of healthy debate and discussion in meetings.\u00a0<\/p>\n<p>People may be more interested in keeping the peace than moving the ball forward. When there is a fear of conflict, meetings may be boring and little progress is made.<\/p>\n<h3 class=\"wp-block-heading\" id=\"h-questions-to-consider-0\"><span class=\"ez-toc-section\" id=\"Questions_to_consider-2\"><\/span>Questions to consider<span class=\"ez-toc-section-end\"><\/span><\/h3>\n<ul>\n<li>Do your team members openly give each other feedback?<\/li>\n<li>Are the most essential issues put forward in team meetings to be resolved?<\/li>\n<li>Is the team comfortable sharing their point of view?<\/li>\n<li>Do people debate issues to find the best answers?<\/li>\n<\/ul>\n<h3 class=\"wp-block-heading\" id=\"h-agency-or-team-impact-nbsp-0\"><span class=\"ez-toc-section\" id=\"Agency_or_team_impact-2\"><\/span>Agency or team impact\u00a0<span class=\"ez-toc-section-end\"><\/span><\/h3>\n<p>If people aren\u2019t comfortable with conflict, they may disagree with the direction handed down by leaders (or even a client) or suppress information that could improve campaigns or the business. <\/p>\n<p>The lack of conflict also stifles innovation and growth, where an organic \u201cthird solution\u201d is the best path forward.<\/p>\n<h3 class=\"wp-block-heading\" id=\"h-how-to-begin-addressing-it\"><span class=\"ez-toc-section\" id=\"How_to_begin_addressing_it\"><\/span>How to begin addressing it<span class=\"ez-toc-section-end\"><\/span><\/h3>\n<p>The leader of the pod or team should ask for differing opinions and state that healthy conflict is not only acceptable but encouraged.<\/p>\n<p><!-- START INLINE FORM --><\/p>\n<p><!-- END INLINE FORM --><\/p>\n<hr class=\"wp-block-separator has-text-color has-cyan-bluish-gray-color has-css-opacity has-cyan-bluish-gray-background-color has-background\">\n<h2 class=\"wp-block-heading\" id=\"h-dysfunction-3-lack-of-commitment\"><span class=\"ez-toc-section\" id=\"Dysfunction_3_Lack_of_commitment\"><\/span>Dysfunction 3: Lack of commitment<span class=\"ez-toc-section-end\"><\/span><\/h2>\n<p>When this dysfunction is present, the team struggles to make commitments they will stick with. There is a lack of buy-in, and that generally leads to second-guessing.<\/p>\n<h3 class=\"wp-block-heading\" id=\"h-questions-to-consider-1\"><span class=\"ez-toc-section\" id=\"Questions_to_consider-3\"><\/span>Questions to consider<span class=\"ez-toc-section-end\"><\/span><\/h3>\n<ul>\n<li>Are team members aligned and willing to go the extra mile to ensure success?<\/li>\n<li>Are people committed to shared goals and understand how each person contributes?<\/li>\n<li>Does your team leave meetings confident that they are committed to the common goals and decisions, even if they weren\u2019t aligned initially?<\/li>\n<\/ul>\n<h3 class=\"wp-block-heading\" id=\"h-agency-or-team-impact-nbsp-1\"><span class=\"ez-toc-section\" id=\"Agency_or_team_impact-3\"><\/span>Agency or team impact\u00a0<span class=\"ez-toc-section-end\"><\/span><\/h3>\n<p>Anyone who has worked for an agency knows it\u2019s fast-paced and important to get alignment on strategies, tasks\/projects to complete and new processes. <\/p>\n<p>When there\u2019s a lack of commitment, the team doesn\u2019t act as a unified front \u2013 which can lead to not finishing tasks or projects, insubordination or continuously revisiting the same topics.\u00a0<\/p>\n<h3 class=\"wp-block-heading\" id=\"h-how-to-begin-addressing-it-0\"><span class=\"ez-toc-section\" id=\"How_to_begin_addressing_it-2\"><\/span>How to begin addressing it<span class=\"ez-toc-section-end\"><\/span><\/h3>\n<p>Set clear deadlines for key decisions and push for issue closure before the end of meetings. Ensure your team is using committed actions rather than just saying, \u201cSure, I\u2019ll get it done.\u201d\u00a0<\/p>\n<p>An example of a committed action response would be, \u201cYes, I\u2019ll have that to you by Friday EOD\u201d or \u201cI can\u2019t get it done by Friday EOD, but is it OK if I get it to you on Monday by noon.\u201d<\/p>\n<p><strong><em>Dig deeper: How to build and maintain client trust in your agency<\/em><\/strong><\/p>\n<h2 class=\"wp-block-heading\" id=\"h-dysfunction-4-avoidance-of-accountability\"><span class=\"ez-toc-section\" id=\"Dysfunction_4_Avoidance_of_accountability\"><\/span>Dysfunction 4: Avoidance of accountability<span class=\"ez-toc-section-end\"><\/span><\/h2>\n<p>When this h<a href=\"https:\/\/buradabiliyorum.com\/en\/category\/download-scripts-themes-apps\/\" data-internallinksmanager029f6b8e52c=\"9\" title=\"Download Scripts &amp; Themes &amp; Apps\" target=\"_blank\" rel=\"noopener\">app<\/a>ens, peers don\u2019t hold each other accountable. Because doing so can be uncomfortable or awkward.<\/p>\n<p>While agency life may not come to mind when thinking of this dysfunction, sports teams might \u2013 just imagine how the world\u2019s best athletes must hold each other accountable.<\/p>\n<h3 class=\"wp-block-heading\" id=\"h-questions-to-consider-2\"><span class=\"ez-toc-section\" id=\"Questions_to_consider-4\"><\/span>Questions to consider<span class=\"ez-toc-section-end\"><\/span><\/h3>\n<ul>\n<li>Do team members end discussions with clear next steps and commitments?<\/li>\n<li>Is your team clear on relevant details and aligned on completion dates when they make and accept requests?<\/li>\n<li>Do they worry about the prospect of letting down their peers?<\/li>\n<\/ul>\n<h3 class=\"wp-block-heading\" id=\"h-agency-or-team-impact\"><span class=\"ez-toc-section\" id=\"Agency_or_team_impact-4\"><\/span>Agency or team impact<span class=\"ez-toc-section-end\"><\/span><\/h3>\n<p>No one enjoys holding their peers\u2019 feet to the fire, but in some of the highest-performing teams, that\u2019s exactly what happens.<\/p>\n<p>When working on accounts involving multiple team members, everyone must do their part \u2013 and sometimes, that requires calling people out when something drops. <\/p>\n<p>If not, it can lead to resentment and frustration, as high performers don\u2019t want to carry the load of their underperforming peers.<\/p>\n<p>It also can lead to a lack of trust, which takes you back to step 1 or the lowest rung of the pyramid.<\/p>\n<h3 class=\"wp-block-heading\" id=\"h-how-to-begin-addressing-it-nbsp\"><span class=\"ez-toc-section\" id=\"How_to_begin_addressing_it-3\"><\/span>How to begin addressing it\u00a0<span class=\"ez-toc-section-end\"><\/span><\/h3>\n<p>Reward the team for achieving goals and clarify exactly what is expected from each team member and by when. Use clear requests to get desired results.<\/p>\n<p>For example, instead of saying: <\/p>\n<ul>\n<li>\u201cWe could really use some fresh ideas\u2026\u201d <\/li>\n<\/ul>\n<p>Make a clearer request, such as: <\/p>\n<ul>\n<li>\u201cI want everyone to bring two new ideas to Thursday\u2019s 3 o\u2019clock meeting and be prepared to discuss them. Raise your hand if you will do that.\u201d<\/li>\n<\/ul>\n<h2 class=\"wp-block-heading\" id=\"h-dysfunction-5-inattention-to-results\"><span class=\"ez-toc-section\" id=\"Dysfunction_5_Inattention_to_results\"><\/span>Dysfunction 5: Inattention to results<span class=\"ez-toc-section-end\"><\/span><\/h2>\n<p>When this dysfunction is present, people are more focused on their individual goals than the goals of the larger organization or team.<\/p>\n<p>There is less focus on succeeding as a group, which may mean that most work is short-term focused and less attention is given to items that will take longer but perhaps make more of a long-term impact.<\/p>\n<h3 class=\"wp-block-heading\" id=\"h-questions-to-consider-3\"><span class=\"ez-toc-section\" id=\"Questions_to_consider-5\"><\/span>Questions to consider<span class=\"ez-toc-section-end\"><\/span><\/h3>\n<ul>\n<li>Do team members stay focused on proactive activities or are they spending most of their time on reactive ones?<\/li>\n<li>Does the team adequately balance short- and long-term goals to meet objectives?<\/li>\n<li>If there\u2019s a goal set, does everyone take it seriously? Are people a little let down if goals are missed?<\/li>\n<\/ul>\n<h3 class=\"wp-block-heading\" id=\"h-agency-or-team-impact-nbsp-2\"><span class=\"ez-toc-section\" id=\"Agency_or_team_impact-5\"><\/span>Agency or team impact\u00a0<span class=\"ez-toc-section-end\"><\/span><\/h3>\n<p>Juggling work for many clients can be taxing and require incredible time management skills. <\/p>\n<p>Rather than paying attention to overarching team (or client) goals, teams focus on their part of the project or the task at hand without looking at the macro impact.<\/p>\n<p>Essentially, it\u2019s a form of looking at the trees but not considering the forest. This can lead to making a lot of changes to programs that are immaterial and don\u2019t move the needle.<\/p>\n<p>Similarly, for departments or leadership teams, it can lead to maintaining the status quo \u2013 not bad per se, but not as optimal as it could be.<\/p>\n<h3 class=\"wp-block-heading\" id=\"h-how-to-address-it\"><span class=\"ez-toc-section\" id=\"How_to_address_it\"><\/span>How to address it<span class=\"ez-toc-section-end\"><\/span><\/h3>\n<p>Have leaders set the tone about which results matter and commit publicly to the team\u2019s goals. <\/p>\n<p>Provide transparent goals, KPIs and data throughout teams. Having the same information makes it easier for everyone to align with common goals.<\/p>\n<h2 class=\"wp-block-heading\" id=\"h-eliminate-dysfunction-in-agencies\"><span class=\"ez-toc-section\" id=\"Eliminate_dysfunction_in_agencies\"><\/span>Eliminate dysfunction in agencies<span class=\"ez-toc-section-end\"><\/span><\/h2>\n<p>As you look around you and consider the different teams within your organization or im<a href=\"https:\/\/buradabiliyorum.com\/en\/category\/social-mediaa\/\" data-internallinksmanager029f6b8e52c=\"1\" title=\"Social Media\" target=\"_blank\" rel=\"noopener\">media<\/a>te peers, you may notice that each is operating in a slightly different stage of Lencioni\u2019s 5 Dysfunctions.\u00a0<\/p>\n<p>Consider exploring this model with your most trusted peers to identify where to focus first to elevate your group\u2019s and, ultimately, your client\u2019s performance.<\/p>\n<p><strong><em>Dig deeper: How to build a values-based agency that drives results<\/em><\/strong>\n<\/div>\n<p><\/p>\n<div class=\"about-author\">\n    About the author<\/p>\n<div class=\"information\">\n<div class=\"author-module\">\n<div class=\"row\">\n<div class=\"col-12 col-lg-3 text-center\">\n<div class=\"avatar\">\n                        <img loading=\"lazy\" decoding=\"async\" class=\"img-fluid rounded-circle avatar-border\" alt=\"Antonella Pisani\" width=\"140\" height=\"140\" src=\"https:\/\/searchengineland.com\/wp-content\/seloads\/2022\/08\/Antonella-Pisani.jpeg.webp\"><img loading=\"lazy\" decoding=\"async\" class=\"img-fluid rounded-circle avatar-border\" src=\"https:\/\/searchengineland.com\/wp-content\/seloads\/2022\/08\/Antonella-Pisani.jpeg.webp\" alt=\"Antonella Pisani\" width=\"140\" height=\"140\">\n                                            <\/div>\n<\/p><\/div>\n<div class=\"col-12 col-lg-9\">\n<div class=\"about\">\n<div class=\"name\">\n                            <strong>Antonella Pisani<\/strong>\n                        <\/div>\n<div class=\"row g-2 pt-2\">\n<div class=\"col-auto twitter\">\n                                    <a rel=\"nofollow noopener\" target=\"_blank\" href=\"https:\/\/twitter.com\/intent\/follow?original_referer=https%3A%2F%2Fsearchengineland.com%2F&amp;region=follow_link&amp;screen_name=antonella_tx&amp;tw_p=followbutton&amp;variant=2.0\" aria-label=\"opens in a new tab\"><i class=\"fab fa-x-twitter\"><\/i><\/a>\n                            <\/div>\n<div class=\"col-auto\">\n                                    <a rel=\"nofollow noopener\" target=\"_blank\" href=\"https:\/\/www.linkedin.com\/in\/antonellapisani\/\" aria-label=\"opens in a new tab\"><i class=\"fab fa-linkedin\"><\/i><\/a>\n                                <\/div>\n<\/p><\/div>\n<p>                        Antonella Pisani is CEO and founder at <a rel=\"nofollow noopener\" target=\"_blank\" href=\"https:\/\/www.eyefulmedia.com\/\">Eyeful Media<\/a>, where she leads a team of passionate &amp; talented marketers. Over the course of her career, she\u2019s held senior digital marketing &amp; eCommerce leadership positions with Fossil, JCPenney, Guitar Center, and Proflowers but began her career as a web designer in 1996. Antonella is based in Dallas, and her trusty sidekick, Riley (a rescue pup who also serves as the company\u2019s Chief Security Officer), is often sleeping by her desk. She\u2019s been to 37 countries and loves to <a href=\"https:\/\/buradabiliyorum.com\/en\/category\/trip-and-travel\/\" data-internallinksmanager029f6b8e52c=\"10\" title=\"Trip &amp; Travel\" target=\"_blank\" rel=\"noopener\">travel<\/a> any chance she gets.                   <\/div>\n<\/p><\/div>\n<\/p><\/div>\n<\/p><\/div>\n<\/p><\/div>\n<\/div>\n<p><script async src=\"https:\/\/platform.twitter.com\/widgets.js\" charset=\"utf-8\"><\/script><\/p>\n<blockquote><p><strong><span style=\"color: #ff6600;\">If you liked the article, do not forget to share it with your friends. Follow us on\u00a0<span style=\"color: #ff0000;\"><a style=\"color: #ff0000;\" href=\"https:\/\/news.google.com\/publications\/CAAqBwgKMN63nwsw68G3Aw\" target=\"_blank\" rel=\"nofollow noopener noreferrer\">Google News<\/a><\/span>\u00a0too, click on the star and choose us from your favorites.<\/span><\/strong><\/p><\/blockquote>\n<blockquote>\n<p style=\"text-align: center;\"><strong>If you want to read more like this article, you can visit our <span style=\"color: #ff9900;\"><a style=\"color: #ff9900;\" href=\"https:\/\/en.buradabiliyorum.com\/technology\/\" target=\"_blank\" rel=\"noopener\">Technology<\/a><\/span> category.<\/strong><\/p>\n<\/blockquote>\n<p><span style=\"color: black;\"><a style=\"color: #ff9900;\" href=\"https:\/\/searchengineland.com\/dysfunction-high-performance-agency-model-success-445491\" target=\"_blank\" rel=\"noopener\">Source<\/a><\/span><\/p>\n","protected":false},"excerpt":{"rendered":"<p>Identify and overcome team dysfunctions within your agency, ensuring all teams operate at their highest potential. Agencies have several teams, some of which are formed over the years and some that come together quickly as new hires join and new clients are onboarded. Agency teams include executive leadership, marketing channel leaders and cross-functional groups or&#8230;<\/p>\n","protected":false},"author":1,"featured_media":632348,"comment_status":"open","ping_status":"open","sticky":false,"template":"","format":"standard","meta":{"fifu_image_url":"https:\/\/searchengineland.com\/wp-content\/seloads\/2024\/08\/From-dysfunction-to-high-performance-A-model-for-agency-success-800x450.png","fifu_image_alt":"","footnotes":""},"categories":[18],"tags":[148094,148407,78070],"class_list":["post-632347","post","type-post","status-publish","format-standard","has-post-thumbnail","hentry","category-technology","tag-advance-your-career","tag-leadership-and-management","tag-seo"],"_links":{"self":[{"href":"https:\/\/buradabiliyorum.com\/en\/wp-json\/wp\/v2\/posts\/632347","targetHints":{"allow":["GET"]}}],"collection":[{"href":"https:\/\/buradabiliyorum.com\/en\/wp-json\/wp\/v2\/posts"}],"about":[{"href":"https:\/\/buradabiliyorum.com\/en\/wp-json\/wp\/v2\/types\/post"}],"author":[{"embeddable":true,"href":"https:\/\/buradabiliyorum.com\/en\/wp-json\/wp\/v2\/users\/1"}],"replies":[{"embeddable":true,"href":"https:\/\/buradabiliyorum.com\/en\/wp-json\/wp\/v2\/comments?post=632347"}],"version-history":[{"count":0,"href":"https:\/\/buradabiliyorum.com\/en\/wp-json\/wp\/v2\/posts\/632347\/revisions"}],"wp:featuredmedia":[{"embeddable":true,"href":"https:\/\/buradabiliyorum.com\/en\/wp-json\/wp\/v2\/media\/632348"}],"wp:attachment":[{"href":"https:\/\/buradabiliyorum.com\/en\/wp-json\/wp\/v2\/media?parent=632347"}],"wp:term":[{"taxonomy":"category","embeddable":true,"href":"https:\/\/buradabiliyorum.com\/en\/wp-json\/wp\/v2\/categories?post=632347"},{"taxonomy":"post_tag","embeddable":true,"href":"https:\/\/buradabiliyorum.com\/en\/wp-json\/wp\/v2\/tags?post=632347"}],"curies":[{"name":"wp","href":"https:\/\/api.w.org\/{rel}","templated":true}]}}