“Building Teams”MSG Kim MattinglySenior Team Trainer

Based on the book “The Five Dysfunctions of a Team”by Patrick Lencioni

andVision Point™ Training Model “ACE”

Purpose

Conduct Training on Team Building

Provide an understanding of what teams consist of and how to improve into a high performance organization

Provide an understanding of problem solving techniques

Rules of Engagement

Share and discuss experiences in your current or previous organizations

Identify positive areas for improvement

Identify intervention strategies and problem solving techniques

What is a Group vs. Team?

Team Assessment

Absence of Trust

Five Dysfunctions of a Team

Absence of TrustMembers of teams with an absence of trust:

Conceal their weakness and mistakes from one anotherHesitate to ask for help or provide constructive feedbackHesitate to offer help outside their area of responsibilityJump to conclusions about the intentions and aptitudes of others without attempting to clarify themFail to recognize and tap into one another’s skills and experiencesWaste time and energy managing their behaviors for effect and hold grudgesDread meetings and find reasons to avoid spending time together

Absence of TrustMembers of trusting teams:

Admit weaknesses and mistakesAsk for helpAccept questions and input about their areas of responsibilityGive one another the benefit of the doubt before arriving at a negative conclusionTake risks in offering feedback and assistanceAppreciate and tap into one another’s skills and experiencesLook forward to meetings and other opportunities to work as a groupOffer and accept apologies without hesitationFocus time and energy on important issues, not politics

Fear of Conflict

Absence of Trust

Five Dysfunctions of a Team

Fear of ConflictTeams that fear conflict:

Have boring meetings

Create environments where back-channel politics and personal politics thrive

Ignore controversial topics that are critical to team success

Fail to tap into all the options that are critical to team success

Waste time and energy with posturing and interpersonal risk management

Fear of ConflictTeams that engage in conflict:

Have lively, interesting meetings

Extract and exploit the ideas of all team members

Solve problems quickly

Minimize politics

Put critical topics on the table for discussion

Lack of Commitment

Fear of Conflict

Absence of Trust

Five Dysfunctions of a Team

Lack of Commitment

A team that fails to commit:

Creates ambiguity within the team about direction and priorities

Breeds lack of confidence and fear of failure

Revisits discussions and decisions again and again

Encourages second-guessing among team members

Lack of CommitmentA Team that commits:

Creates clarity around direction and priorities

Aligns the entire team around common objectives

Develops an ability to learn from mistakes

Takes advantage of opportunities before their competitors do

Moves forward without hesitation

Changes direction without hesitation or guilt

Avoidance of Accountability

Lack of Commitment

Fear of Conflict

Absence of Trust

Five Dysfunctions of a Team

Avoidance of Accountability

A team that avoids accountability:

Creates resentment among team members who have different standards of performance

Encourages mediocrity

Misses deadlines and key deliveries

Places undue burden on the team leader as the sole source of discipline

Avoidance of Accountability

A team that holds one another accountable:

Ensures that poor performers feel pressure to improve

Identifies potential problems quickly by questioning one another’s approaches without hesitation

Establishes respect among team members who are held to the same high standard

Avoids excessive bureaucracy around performance management and corrective action

Inattention to Results

Avoidance of Accountability

Lack of Commitment

Fear of Conflict

Absence of Trust

Five Dysfunctions of a Team

Inattention to ResultsA team that is not focused on results:

Stagnates and fails to grow

Rarely defeats competitors

Loses achievement-oriented employees

Encourages team members to focus on their own careers and individual goals

Is easily distracted

Inattention to Results

A team that focuses on collective results:

Retains achievement-oriented employees

Minimizes individualistic behavior

Enjoys success and suffers failure acutely

Benefits from individuals who subjugate their own goals and interests for the good of the team

Avoids distractions

Inattention to Results

Avoidance of Accountability

Lack of Commitment

Fear of Conflict

Absence of Trust

Five Dysfunctions of a Team

Now What?

Team BuildingMyers-Briggs Type Indicator

Off-site Events/ROPES

Problem Solving

Ask Fact & Feeling Questions

Clarify Goals & Identify Concerns

Evaluate Options & Select a Workable Solution

Ask Fact & Feeling Questions

To identify what the problem is (who, when, what, where)

To find information and reveal motivations and concerns

But…avoid jumping to a solution and don’t get sidetracked

Clarify Goals & Identify Concerns

Gives you a realistic and clear picture of what is supposed to be achieved

Gives direction

Find specific and challenging goals

Identify boundaries and sticking points

How big…really…are the issues?

Evaluate Options & Select Workable Solutions

Choose ways to accomplish the tasksDraw on others for their expertisePrioritize the optionsWhat is most important to you? To others?Compare options to the goalChoose if they are the “best” solution to get to the goalDon’t jump in too fastMake a SHARED, well-informed choice

Inattention to Results

Avoidance of Accountability

Lack of Commitment

Fear of Conflict

Absence of Trust

Five Dysfunctions of a Team

Effective and Cohesive Teams

Trust one another

Engage in unfiltered conflict around ideas

Commit to decisions and plans of actions

Hold one another accountable for delivering against the plans

Focus on achievement of collective results

Teams

ACCOMPLISH THE MISSION!!!

Questions?