Having concluded the story of Kathryn and DecisionTech, Lencioni shifts the focus of the book to the components of “The Model” and explains what “The Fable” has dramatized—namely, that the five dysfunctions are not isolated, but rather impact each other.

The first dysfunction is the absence of trust, which arises from team members’ unwillingness to be open to and vulnerable with one another and is the root of all team conflicts. The lack of trust also causes fear of conflict, the second dysfunction, which in turn prevents teams from engaging in necessary and productive conversations, even when there are difficult decisions that must be made.

The third dysfunction is lack of commitment, which is related to a team’s inability to have open and honest discussions. This leads into the fourth dysfunction, the avoidance of accountability. When team members are not held accountable for their actions, they are unable to progress. The fifth dysfunction is inattention to results. Without a clear and actionable plan to achieve team goals, individuals may prioritize their own aims over those of the group.