Recognising and restoring coherence when the collective rhythm falls out of balance.
Even the most committed teams can lose rhythm. Communication slips, energy fragments, and shared focus begins to blur. In many Western leadership frameworks, these challenges are described as team dysfunctions — patterns that erode trust, alignment, and performance.
Patrick Lencioni’s Five Dysfunctions of a Team (2002) remains one of the most widely recognised models for diagnosing such challenges. It outlines five interconnected layers of dysfunction that, if left unaddressed, weaken cohesion and collective impact:
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Absence of trust
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Fear of conflict
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Lack of commitment
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Avoidance of accountability
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Inattention to results
While Lencioni’s framework provides a helpful mirror for reflection, kaupapa Māori leadership extends the conversation — seeing dysfunction not as failure, but as a signal of disconnection. The aim is not to fix behaviour, but to restore rhythm — re-establishing alignment between values, relationships, and collective purpose.
From Dysfunction to Restoration
The following table offers a kaupapa-aligned reframing of Lencioni’s five dysfunctions — interpreting each through relational principles that underpin whaihua and Kaupapa-Aligned Leadership™.
| Lencioni’s Dysfunction | Kaupapa-Aligned Principle | Restorative Practice / Reflection |
|---|---|---|
| Absence of Trust | Whakawhirinaki – Relational Trust and Safety | Trust is the foundation of coherence. It grows through aroha — the fusion of aro (focused attention, presence) and hā (breath, essence, vitality) — alongside tika (rightness) and pono (integrity). Together, these cultivate trust that is lived, not demanded. Leaders restore whakawhirinaki by being transparent, honouring commitments, and creating space for vulnerability.love, integrity, and honesty — not control. Leaders restore whakawhirinaki by being transparent, honouring commitments, and holding space for vulnerability. Trust is lived, not requested. |
| Fear of Conflict | Wānanga / Kōrero Whakatika – Courageous, Restorative Dialogue | Conflict becomes destructive when avoided or mishandled. Through wānanga, differences are explored with curiosity and care. Kōrero whakatika (restorative conversation) transforms tension into understanding — enabling challenge to coexist with compassion. |
| Lack of Commitment | Whakatinanatanga – Embodied Commitment and Follow-Through | Commitment arises when people feel seen, valued, and connected to purpose. Leaders foster whakatinanatanga by ensuring decisions are co-created and clearly understood, allowing each person to act with clarity, confidence, and integrity. |
| Avoidance of Accountability | Whakatau Tika – Shared Responsibility and Right Action | Accountability in Kaupapa-Aligned Leadership™ is collective, not punitive. It rests on shared standards and mutual respect. Whakatau tika calls everyone to act with integrity — gently holding one another to the values and intentions agreed upon. |
| Inattention to Results | Whaihua – Purposeful Contribution and Meaningful Growth | When outcomes lose meaning, motivation fades. Whaihua reminds teams that achievement is not about competition but contribution — the pursuit of outcomes that hold value for people, kaupapa, and collective wellbeing. |
These principles form a living cycle of relational restoration — one that honours both individual responsibility and collective reciprocity.
Restoring Rhythm through Presence
Addressing dysfunction is not about tighter control; it is about deeper connection. When leaders move from correction to coherence, they shift from reaction to restoration — aligning thinking, energy, and relationship around shared intent.
In Kaupapa-Aligned Leadership, the question should never be “Who caused this?” but rather “Where has our rhythm fallen out of sync?”
From this perspective:
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Trust is restored through transparency, aroha, and reciprocity.
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Conflict becomes an opportunity for honest reflection.
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Commitment deepens when purpose is clearly shared.
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Accountability strengthens when integrity is collective.
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Results become meaningful when reconnected to whaihua.
This is how dysfunction transforms into rhythm — through relational realignment rather than behavioural management.
Leadership as Kaitiakitanga
The leader’s role is not to control the team, but to kaitiaki its rhythm — to sense when energy wanes, when clarity fragments, or when relationships tighten. By attuning to these signals early, leaders can open space for reflection before dysfunction embeds itself.
A kaupapa-aligned approach begins with presence: listening without defensiveness, holding boundaries with grace, and inviting courage over comfort.
This practice draws on Poutama IQ™ — integrating strategic discernment, emotional attunement, and rhythmical awareness to restore coherence.
Closing Reflection
Every team carries its own heartbeat. When that pulse weakens, the solution is rarely found in process alone — it lives in the quality of connection.
Leadership that restores rhythm is not about avoiding tension, but transforming it. When whakawhirinaki (trust) and whaihua (meaningful purpose and growth) are restored, teams do not just function — they flourish.
Reflection for Leaders
Take a moment to consider:
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Where might your team’s rhythm feel strained or out of sync?
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What conversations are waiting to be had — and how might you create safety for them to unfold?
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How do you model whakawhirinaki, whakatau tika, and whaihua in your daily practice
Further Exploration
To explore Manu Hōmiromiro: Poutama Insights™ and Hā Tārewa: Poutama Flow™ — pathways that cultivate strategic foresight, relational attunement, and rhythmical coherence within leadership and teams — visit the Manawa Kōkopu Poutama IQ Ascent Series™.
Each pathway within the Poutama IQ Ascent Series™ strengthens the capacity to lead with clarity, empathy, and collective rhythm — restoring trust, alignment, and purposeful action through presence before performance.
Image credit: Tahere, K. (2025). Used with permission.
Author: Megan Tahere. (2025).