Working well with others isn’t just about shared goals or good intentions, it’s about how we show up for one another. That’s where cohesive teams thrive. They don’t avoid tension or differences. Instead, they lean in, trust each other, and work through it. But how do you get there?

One of the models Firefly Coaches and Facilitators often draw on is based on Patrick Lencioni’s book Five Dysfunctions of a Team which explores the barriers that can get in the way of effective teamwork. At Firefly, we use the behaviours highlighted in the book as a foundation for building stronger, more cohesive teams. It sounds simple enough, but at the heart of it lies something surprisingly powerful: vulnerability-based trust.

The role of vulnerability in building trust.

“Vulnerability” might feel like a big ask in a professional setting, but trust built on vulnerability isn’t about oversharing or forced intimacy - it’s about seeing each other as humans first. It’s about recognising one another’s strengths and weaknesses, and working with those in mind instead of brushing past them. When we start from that place, something shifts.

Because when we know each other better, we stop filling in the blanks with assumptions. Instead of making up stories like “they don’t care, they’re just pushing their own agenda, they’re not telling me everything,” we’re more likely to ask, listen, and engage. We make fewer judgements and we collaborate with more clarity and care.

Inspiring productive conflict.

From that place of trust, productive conflict becomes possible. That means being able to challenge each other’s ideas without it feeling personal. No rock-throwing, no walking on eggshells. Just healthy debate where everyone gets a chance to speak, share concerns, offer counterpoints and stretch the thinking.

And when people feel they’ve been heard, they’re more likely to commit - even if it’s not their ideal solution. That’s what we mean by collective commitment. It’s the point where a group can move forward together, knowing everyone has had a say.

That collective commitment also unlocks something else: peer accountability. Instead of everything falling to the manager or team lead, people start holding each other to account. If someone says they’ll do something and it doesn’t happen, a colleague can check in and ask why without fear, blame or hierarchy getting in the way. 

When a team has that kind of trust, accountability and shared commitment, the results follow. Not just in better performance, but also in a deeper sense of cohesion and purpose.

Turning ideas into action.

Of course, talking about this as a model is the easy bit. Putting it into practice is where the real work begins. That’s why so much of what we do at Firefly - through our leadership and team development session, the Online Learning Library and the Firefly Certified Facilitation Programme - focuses on building trust from the ground up. We’re informed by years of experience, a range of research and thinking around vulnerability, psychological safety and team dynamics, which complements Lencioni’s framework and helps teams create real, sustainable change in how they collaborate.

If you’re ready to shift your team culture or want to lay stronger foundations, our Leading Effective Teams and Fundamentals of Team Effectiveness courses in our Online Learning Library are a great place to start. And if you’re looking for something more tailored, working with one of our accredited facilitators or coaches can help you bring these behaviours to life in a way that fits your people and your goals.