five dsyfunctions of a team

8/7/2019 Five Dsyfunctions of a Team

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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


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



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



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



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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five dsyfunctions of a team

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