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Five Dysfunctions of aFive Dysfunctions of a
TeamTeam
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WelcomeWelcome
Write the answers to the questions on theWrite the answers to the questions on the
card you obtained as you entered. Do notcard you obtained as you entered. Do not
think too long on these answers!!!think too long on these answers!!!
Define the terms on the chart paperplacedDefine the terms on the chart paperplaced
around the room with your first thoughts.around the room with your first thoughts.
Look at the additional material on walls.Look at the additional material on walls.
On your table tent, write yourname andOn your table tent, write yourname and
job role.job role.
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The Dysfunction ModelThe Dysfunction Model
Absence of Trust--Invulnerability
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Trust ActivityTrust Activity
1.1. Select a leader for this session unlessSelect a leader for this session unless
one is already determined.one is already determined.
2.2. Using the questions on the card youUsing the questions on the card youreceived upon entering, go around thereceived upon entering, go around the
circle and share some insight.circle and share some insight.
3.3. Look at the Chart paper for trust andLook at the Chart paper for trust and
create a definition that works foryourcreate a definition that works foryour
group.group.
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11stst player takes one card at a time off the pileplayer takes one card at a time off the pile
and passes the card to the closest hand of aand passes the card to the closest hand of a
team membersitting next them.team membersitting next them.22ndnd team member then places card in otherhandteam member then places card in otherhand
and passes it on to 3and passes it on to 3rdrd members closest hand.members closest hand.
Final person places card in a stack next to chair.Final person places card in a stack next to chair.
If a card is dropped, everyone must stop andIf a card is dropped, everyone must stop and
wait until card is retrieved and person in place.wait until card is retrieved and person in place.
EACH MEMBER MUST HOLD ONLYEACH MEMBER MUST HOLD ONLYONEONE
CARD AT A TIME.CARD AT A TIME.Variation: Blindfold two members!!Variation: Blindfold two members!!
Kroehnert, GaryKroehnert, Gary 100 Training Games100 Training Games, 1993, McGraw, 1993, McGraw--Hill, ISBN 0 07 452770 3.Hill, ISBN 0 07 452770 3.
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Trust isTrust is
Willingness to admit weaknesses and mistakesWillingness to admit weaknesses and mistakes
Ask forhelpAsk forhelp
Accept questions and input about theirareas ofAccept questions and input about theirareas ofr
esponsibilityr
esponsibilityGive one anotherbenefit ofdoubt before arriving atGive one anotherbenefit ofdoubt before arriving atconclusionconclusion
Take risksTake risks
Focus time and energy on important issues, not politicsFocus time and energy on important issues, not politics
Look forward to meetings as opportunities to work withLook forward to meetings as opportunities to work withteamteam
Lencioni, Patrick.Lencioni, Patrick. The FIVE Dysfunctions of a TEAMThe FIVE Dysfunctions of a TEAM, Jossey, Jossey--Bass Publisher, San Francisco, CA., 2002, pg.197.Bass Publisher, San Francisco, CA., 2002, pg.197.
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The ModelThe Model
Absence of Trust--Invulnerability
Fear of ConflictArtificial Harmony
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ConflictConflictImperative to meet conflict head on. AnyImperative to meet conflict head on. Anyavoidance causes team deterioration.avoidance causes team deterioration.
Acknowledging conflict is healthy and the firstAcknowledging conflict is healthy and the first
step to working as a team.step to working as a team.
Team members need to know that conflict isTeam members need to know that conflict is
necessary and coach each other to keep conflictnecessary and coach each other to keep conflict
going until resolvedgoing until resolved
During a meeting whe
re conflict occu
rs, teamDu
ring a meeting whe
re conflict occu
rs, teamlead needs to remind others that this conflict islead needs to remind others that this conflict is
healthy and necessary!healthy and necessary!
What situation has occurredrecently that conflictWhat situation has occurredrecently that conflict
was an issue orshould have been?was an issue orshould have been?
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The first five days of school planning tool.The first five days of school planning tool.
List majorand minor jobs and problemsList majorand minor jobs and problems
that will arise the first week of school thatthat will arise the first week of school thatmust be handled by your job role.must be handled by your job role.
Allocate amounts of time to thoseAllocate amounts of time to those
problems each day.problems each day.
Trade places with anotherperson in yourTrade places with anotherperson in your
role group.role group.
Trade places with anotherrole group.Trade places with anotherrole group.
Kroehnert, GaryKroehnert, Gary 100 Training Games100 Training Games, 1993, McGraw, 1993, McGraw--Hill, ISBN 0 07 452770 3.Hill, ISBN 0 07 452770 3.
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Conflict is healthy!!!Conflict is healthy!!!Ask QuestionsAsk Questions
Take a RiskTake a Risk
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The ModelThe Model
Absence of Trust--Invulnerability
Fear of ConflictArtificial Harmony
Lack of Commitment--Ambiguity
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CommitmentCommitment
Clarity and buyClarity and buy--in are two functions that mustin are two functions that must
happen every time.happen every time.
ConsensusConsensusall ideas must be heard andall ideas must be heard and
considered before this can be effectiveconsidered before this can be effective
CertaintyCertaintyunity behinddecisions yet littleunity behinddecisions yet little
assurance about clarity and buyassurance about clarity and buy--ininused whenused when
consensus not possibleconsensus not possibleImportantImportantconflict underlies the willingness toconflict underlies the willingness to
commit without perfect informationcommit without perfect information
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Mission ActivityMission Activity
Rank order the list from 1Rank order the list from 1--10 with 1 being10 with 1 being
the most valued and 10 the least valued.the most valued and 10 the least valued.
When you have finished, bring your list toWhen you have finished, bring your list tothe front.the front.
Create a Team Mission statement from theCreate a Team Mission statement from the
top 5 items.top 5 items.
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1 2 3 4 5 6 7 8 9
Dedication to studentgrowth
Promotion self-esteem
Belief in evolvingabilities
Total development ofthe student
Dedication to schoolimprovement
Dedication to personaland professionalgrowth
Loyalty to staff andschool
Honesty and
forthrightness
Cooperative support
Upholding schoolprocedures
Scearce, Carol 100 ways to Build Teams, Skylight Publishers, 1992, ISBN 9-932935-47-8, p. 31.
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Mission Statement Is..Mission Statement Is..
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Commitment is.Commitment is.
Clarity arounddirections and prioritiesClarity arounddirections and priorities
Alignment of entire team around commonAlignment of entire team around common
objectivesobjectives
Developing an ability to learn from mistakesDeveloping an ability to learn from mistakes
Taking advantage of opportunities beforeTaking advantage of opportunities before
competitors docompetitors do
Moving forward without hesitationMoving forward without hesitationChanging direction without hesitation orguiltChanging direction without hesitation orguilt
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The ModelThe Model
Absence of Trust--Invulnerability
Fear of ConflictArtificial Harmony
Lack ofCommitment--Ambiguity
Avoidance of Accountability
Low Standards
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AccountabilityAccountability
PeerPressure is the most effective andPeerPressure is the most effective and
efficient means of keeping high standards.efficient means of keeping high standards.
Defined
as willingness to call their
peersDefine
das willingness to call thei
rpee
rson performance orbehaviors that mighton performance orbehaviors that might
hurt the teamhurt the team
Ways to assist: publish goals andWays to assist: publish goals and
standards forall to see; frequent progressstandards forall to see; frequent progress
reports; team rewardsreports; team rewards
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Accountability ActivityAccountability Activity
Find a partner!Find a partner!
Discuss the fourquestions on activityDiscuss the fourquestions on activity
sheetd
ealing with a task that person hassheet
dealing with a task that pe
rson hasto do in the near future.to do in the near future.
ShareShare
Williams,R. Bruce. I am Nervous about ConversationsWilliams,R. Bruce. I am Nervous about Conversations More Than 50 Ways to Build Team ConsensusMore Than 50 Ways to Build Team Consensus, Skylight Publishing, 1993., Skylight Publishing, 1993.
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Team members hold each personTeam members hold each person
accountable so that the team accountable so that the team
Ensures that poorperformers feelEnsures that poorperformers feel
pressure to improvepressure to improve
Questions each other
without hesitation toQuestions each other
without hesitation toconfirm goals and pathconfirm goals and path
Holds high standards forall persons toHolds high standards forall persons to
reach goalreach goal
Reach goal(s) through total team effort.Reach goal(s) through total team effort.
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The ModelThe Model
Absence of Trust--Invulnerability
Fear of ConflictArtificial Harmony
Lack ofCommitment--Ambiguity
Avoidance of Accountability
Low Standards
Inattention to results
Status and Ego
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ResultsResults
This is the ultimate dysfunction: ego andThis is the ultimate dysfunction: ego and
individual growth and statusindividual growth and status
The established
goals and
standard
s mustThe established
goals and
standard
s mustbe the focus. It is not the individual,be the focus. It is not the individual,
department, groupdepartment, group BUTBUT the team thatthe team that
succeeds.succeeds.
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Results ActivityResults Activity
Create a chart with three columns:Create a chart with three columns:
1.1. Great Things we have done AS A TEAM!Great Things we have done AS A TEAM!
2.2. Things we have done we NEVER want toThings we have done we NEVER want todo again!!do again!!
3.3. Things we have not done that we want toThings we have not done that we want to
do!!!
do!!!
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Focusing on results causes a teamFocusing on results causes a team
to.to.
Have all persons achievement oriented.Have all persons achievement oriented.
Totally eliminates egos and status seekersTotally eliminates egos and status seekers
Celebrates successes andrethinksCelebrates successes andrethinksfailures forgood of teamfailures forgood of team
Keeps distractions to a minimum with idealKeeps distractions to a minimum with ideal
elimination ofd
istractions
.elimination of
distractions
.
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Result focus on...Result focus on...
Achievement oriented employeesAchievement oriented employees
Avoids distractionsAvoids distractions
Keeps the TEAM togetherwith the I.Keeps the TEAM togetherwith the I.Minimizes individual behaviors.Minimizes individual behaviors.
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ReflectionsReflections
TrustTrustWhat did we learn?What did we learn?
ConflictConflictDid we resolve any conflicts?Did we resolve any conflicts?Are we adjusting ourschedules? WhenAre we adjusting ourschedules? Whenwill we cross the hall and communicate?will we cross the hall and communicate?
CommitmentCommitmentWhat are we committed toWhat are we committed todoing?doing?
AccountabilityAccountabilityWho will lead theWho will lead thestandards?standards?
ResultsResultsThere is no I in TEAM!!!There is no I in TEAM!!!
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