Five Dysfunctions of a Five Dysfunctions of a TeamTeam

The Dysfunction ModelThe Dysfunction Model

Absence of Trust--Invulnerability

Trust is…Trust is…

Willingness to admit weaknesses and mistakesWillingness to admit weaknesses and mistakesAsk for helpAsk for helpAccept questions and input about their areas of Accept questions and input about their areas of responsibilityresponsibilityGive one another benefit of doubt before arriving at Give one another benefit of doubt before arriving at conclusionconclusionTake risksTake risksFocus time and energy on important issues, not politicsFocus time and energy on important issues, not politicsLook forward to meetings as opportunities to work with Look forward to meetings as opportunities to work with teamteam

Lencioni, Patrick. Lencioni, Patrick. The FIVE Dysfunctions of a TEAMThe FIVE Dysfunctions of a TEAM, Jossey-Bass Publisher, San Francisco, CA., 2002, pg.197., Jossey-Bass Publisher, San Francisco, CA., 2002, pg.197.

The ModelThe Model

Absence of Trust--Invulnerability

Fear of Conflict—Artificial Harmony

ConflictConflictImperative to meet conflict “head on”. Any Imperative to meet conflict “head on”. Any avoidance causes team deterioration.avoidance causes team deterioration.

Acknowledging conflict is healthy and the first Acknowledging 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 is Team members need to know that conflict is necessary and coach each other to keep conflict necessary and coach each other to keep conflict going until resolvedgoing until resolved

During a meeting where conflict occurs, team During a meeting where conflict occurs, team lead needs to remind others that this conflict is lead needs to remind others that this conflict is healthy and necessary!healthy and necessary!

What situation has occurred recently that conflict What situation has occurred recently that conflict was an issue or should have been?was an issue or should have been?

Conflict is healthy!!! Conflict is healthy!!! Ask QuestionsAsk Questions

Take a RiskTake a Risk

The ModelThe Model

Absence of Trust--Invulnerability

Fear of Conflict—Artificial Harmony

Lack of Commitment--Ambiguity

CommitmentCommitment

Clarity and buy-in are two functions that must Clarity and buy-in are two functions that must happen every time.happen every time.

ConsensusConsensus—all ideas must be heard and —all ideas must be heard and considered before this can be effectiveconsidered before this can be effective

CertaintyCertainty—unity behind decisions yet little —unity behind decisions yet little assurance about clarity and buy-in—used when assurance about clarity and buy-in—used when consensus not possibleconsensus not possible

Important—conflict underlies the willingness toImportant—conflict underlies the willingness to commit without perfect informationcommit without perfect information

Commitment is….Commitment is….

Clarity around directions and prioritiesClarity around directions and priorities

Alignment of entire team around common Alignment of entire team around common objectivesobjectives

Developing an ability to learn from mistakesDeveloping an ability to learn from mistakes

Taking advantage of opportunities before Taking advantage of opportunities before competitors docompetitors do

Moving forward without hesitationMoving forward without hesitation

Changing direction without hesitation or guiltChanging direction without hesitation or guilt

The ModelThe Model

Absence of Trust--Invulnerability

Fear of Conflict—Artificial Harmony

Lack of Commitment--Ambiguity

Avoidance of Accountability—Low Standards

AccountabilityAccountability

Peer Pressure is the most effective and Peer Pressure is the most effective and efficient means of keeping high standards.efficient means of keeping high standards.

Defined as willingness to call their peers Defined as willingness to call their peers on performance or behaviors that might on performance or behaviors that might hurt the teamhurt the team

Ways to assist: publish goals and Ways to assist: publish goals and standards for all to see; frequent progress standards for all to see; frequent progress reports; team rewardsreports; team rewards

Team members hold each person Team members hold each person accountable so that the team …accountable so that the team …

Ensures that poor performers feel Ensures that poor performers feel pressure to improvepressure to improve

Questions each other without hesitation to Questions each other without hesitation to confirm goals and pathconfirm goals and path

Holds high standards for all persons to Holds high standards for all persons to reach goalreach goal

Reach goal(s) through total team effort.Reach goal(s) through total team effort.

The ModelThe Model

Absence of Trust--Invulnerability

Fear of Conflict—Artificial Harmony

Lack of Commitment--Ambiguity

Avoidance of Accountability—Low Standards

Inattention to results—Status and Ego

ResultsResults

This is the ultimate dysfunction: ego and This is the ultimate dysfunction: ego and individual growth and statusindividual growth and status

The established goals and standards must The established goals and standards must be the focus. It is not the individual, be the focus. It is not the individual, department, group department, group BUTBUT the team that the team that succeeds.succeeds.

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 to Things we have done we NEVER want to do again!!do again!!

3.3. Things we have not done that we want to Things we have not done that we want to do!!!do!!!

Focusing on results causes a team Focusing 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 and rethinks Celebrates successes and rethinks failures for good of teamfailures for good of team

Keeps distractions to a minimum with ideal Keeps distractions to a minimum with ideal elimination of distractions.elimination of distractions.

Result focus on. . .Result focus on. . .

Achievement oriented employeesAchievement oriented employees

Avoids distractionsAvoids distractions

Keeps the TEAM together with the “I”.Keeps the TEAM together with the “I”.

Minimizes individual behaviors.Minimizes individual behaviors.

The Role of the Leader. . .The Role of the Leader. . .

  to model the behavior, and to set up a structure to model the behavior, and to set up a structure to facilitate the behavior. An example of to facilitate the behavior. An example of modeling a behavior would be to show one’s modeling a behavior would be to show one’s willingness to be vulnerable, to model willingness to be vulnerable, to model Trust. Trust. An example of setting up a structure to An example of setting up a structure to facilitate a behavior would be to go around the facilitate a behavior would be to go around the table in a meeting to give each person a table in a meeting to give each person a chance to state concerns, to facilitate chance to state concerns, to facilitate Commitment. Commitment. 

..

ReflectionsReflections

Trust—What did we learn?Trust—What did we learn?Conflict—Did we resolve any conflicts? Conflict—Did we resolve any conflicts? Are we adjusting our schedules? When Are we adjusting our schedules? When will we cross the hall and communicate?will we cross the hall and communicate?Commitment—What are we committed to Commitment—What are we committed to doing?doing?Accountability—Who will lead the Accountability—Who will lead the standards?standards?Results—There is no “I” in TEAM!!!Results—There is no “I” in TEAM!!!