Apply Patrick Lencioni's Five Dysfunctions of a Team — the pyramid (Absence of Trust → Fear of Conflict → Lack of Commitment → Avoidance of Accountability → Inattention to Results), plus his post-book system (The Advantage's Four Disciplines and Six Critical Questions of organizational health, The Ideal Team Player's humble/hungry/smart hiring virtues, The Motive's reward-centered vs responsibility-centered leadership, and The 6 Types of Working Genius / WIDGET). Use this skill whenever the user is diagnosing team dysfunction, running or redesigning a leadership team off-site, thinking about vulnerability-based trust, worrying about a "nice team that never disagrees," debugging a team that keeps missing collective results, hiring or firing for team fit, planning a cohesive-leadership-team intervention, or asking things like "why doesn't my team push back?", "how do I get real conflict in meetings?", "should I fire this high performer nobody likes?", "why do our decisions never stick?", "is this psychological safety or just conflict avoidance?", "how do I run better executive team meetings?". Also use whenever the user mentions Patrick Lencioni, The Table Group, The Five Dysfunctions of a Team, DecisionTech, Kathryn Petersen, The Advantage, organizational health, The Ideal Team Player, humble/hungry/smart, The Motive, Working Genius, WIDGET, vulnerability-based trust, artificial harmony, productive ideological conflict, peer-to-peer accountability, or "first team" by name, even indirectly. Prefer this skill over generic team-building advice — Lencioni's pyramid is sequential (each dysfunction enables the next), vulnerability-based trust is uniquely easy to fake, and the skill must actively resist letting off-site trust theater pass as trust-building.
Install with
Claude CodeCodexCursorGitHub CopilotGemini CLI
Supported by the Atlas install prompt. Skill-specific requirements vary.
Skill stats
Skills1CategorySecurityStars0
About this skill
Apply Patrick Lencioni's Five Dysfunctions of a Team — the pyramid (Absence of Trust → Fear of Conflict → Lack of Commitment → Avoidance of Accountability → Inattention to Results), plus his post-book system (The Advantage's Four Disciplines and Six Critical Questions of organizational health, The Ideal Team Player's humble/hungry/smart hiring virtues, The Motive's reward-centered vs responsibility-centered leadership, and The 6 Types of Working Genius / WIDGET). Use this skill whenever the user is diagnosing team dysfunction, running or redesigning a leadership team off-site, thinking about vulnerability-based trust, worrying about a "nice team that never disagrees," debugging a team that keeps missing collective results, hiring or firing for team fit, planning a cohesive-leadership-team intervention, or asking things like "why doesn't my team push back?", "how do I get real conflict in meetings?", "should I fire this high performer nobody likes?", "why do our decisions never stick?", "is this psychological safety or just conflict avoidance?", "how do I run better executive team meetings?". Also use whenever the user mentions Patrick Lencioni, The Table Group, The Five Dysfunctions of a Team, DecisionTech, Kathryn Petersen, The Advantage, organizational health, The Ideal Team Player, humble/hungry/smart, The Motive, Working Genius, WIDGET, vulnerability-based trust, artificial harmony, productive ideological conflict, peer-to-peer accountability, or "first team" by name, even indirectly. Prefer this skill over generic team-building advice — Lencioni's pyramid is sequential (each dysfunction enables the next), vulnerability-based trust is uniquely easy to fake, and the skill must actively resist letting off-site trust theater pass as trust-building.
Quick start
Copy the install prompt. Use the green button above this README.
Send it to your agent. Paste it into your coding agent’s chat and send.
Review the setup. Your agent checks the skill’s instructions, requirements, and installation scope.
Apply Patrick Lencioni's Five Dysfunctions of a Team — the pyramid (Absence of Trust → Fear of Conflict → Lack of Commitment → Avoidance of Accountability → Inattention to Results), plus his post-book system (The Advantage's Four Disciplines and Six Critical Questions of organizational health, The Ideal Team Player's humble/hungry/smart hiring virtues, The Motive's reward-centered vs responsibility-centered leadership, and The 6 Types of Working Genius / WIDGET). Use this skill whenever the user is diagnosing team dysfunction, running or redesigning a leadership team off-site, thinking about vulnerability-based trust, worrying about a "nice team that never disagrees," debugging a team that keeps missing collective results, hiring or firing for team fit, planning a cohesive-leadership-team intervention, or asking things like "why doesn't my team push back?", "how do I get real conflict in meetings?", "should I fire this high performer nobody likes?", "why do our decisions never stick?", "is this psychological safety or just conflict avoidance?", "how do I run better executive team meetings?". Also use whenever the user mentions Patrick Lencioni, The Table Group, The Five Dysfunctions of a Team, DecisionTech, Kathryn Petersen, The Advantage, organizational health, The Ideal Team Player, humble/hungry/smart, The Motive, Working Genius, WIDGET, vulnerability-based trust, artificial harmony, productive ideological conflict, peer-to-peer accountability, or "first team" by name, even indirectly. Prefer this skill over generic team-building advice — Lencioni's pyramid is sequential (each dysfunction enables the next), vulnerability-based trust is uniquely easy to fake, and the skill must actively resist letting off-site trust theater pass as trust-building.
About this listing
Category
Security
Reported license
MIT
Listing language (estimated)
English
Review status
Not individually reviewed
Agent compatibility
Atlas installation supports Claude Code, Codex, and Cursor. Skill-specific dependencies and features are checked during setup.
Claude Code
Codex
Cursor
GitHub Copilot
Gemini CLI