I would ask them what, specifically, within the organization itself failed w/r/t the manager being replaced and what has the organization changed to prevent the same thing from happening in the future.

For example, did they not evaluate the manager before putting them into a position where they failed? How do they know it was a communication problem? Remember, this question is not asking the details of what happened (those don't really matter). This question is asking what the organization did and how does the organization improve itself over time.

The last thing I'll say is that it's very difficult to establish the 'health' of a team during a brief interview. 'Health' is often variable in that what I find healthy and effective you may not. Most teams aren't filled with psychopaths. Also, if you have the right tools and a willing team you (that's a plural you) can change and build a team that is healthy and productive.