team – sacrificing for the good of all. team: everyone working independently, cooperatively, and...
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CREATING A CULTURE OF TEAMWORK
Team – Sacrificing for the good of all.
TEAM:Everyone working independently, cooperatively, and harmoniously with a common mission, vision and values.
If one person is not in sync, the whole team fails.
When people come together andset aside their individual needsfor the good of the whole, they can accomplish what might havelooked impossible onpaper. They do this byeliminating the politicsand confusion that plaguemost organizations.Patrick Lencioni. Overcoming the Five Dysfunctions of a Team: A Field Guide. Jossey-Bass, 2005.
Is the Body of Christ a Team?
The body is a unit, though it is made up of many parts; and though all its parts are many, they form one body. So it is with Christ. (I Cor. 12:12 NIV)
What makes an Effective Team?By means of his one Spirit, we all said good-
bye to our partial and piecemeal lives. We each used to independently call our own shots, but then we entered into a large and integrated life in which he has the final say in everything. (This is what we proclaimed in word and action when we were baptized.) Each of us is now a part of his resurrection body, refreshed and sustained at one fountain--his Spirit--where we all come to drink. The old labels we once used to identify ourselves--labels like Jew or Greek, slave or free--are no longer useful. We need something larger, more comprehensive. (I Cor. 12:13 The Message)
By means of his one Spirit, we all said good-bye to our partial and piecemeal lives. We each used to independently call our own shots, but then we entered into a large and integrated life in which he has the final say in everything. (This is what we proclaimed in word and action when we were baptized.) Each of us is now a part of his resurrection body, refreshed and sustained at one fountain--his Spirit--where we all come to drink. The old labels we once used to identify ourselves--labels like Jew or Greek, slave or free--are no longer useful. We need something larger, more comprehensive. (I Cor. 12:13 The Message)
What makes an Effective Team?
I Corinthians 12:14-20
I Corinthians 12:21-26
I Corinthians 12:27-31
I Corinthians 13:1-3
Two Important Questions
1. Do we really want to be a team?
2. Are we ready to do the heavy lifting required to become a God empowered team?
ARE WE A GROUP OR A TEAM?
Linda Mller & Jane Creswell, Coaching Teams Workshop
WHAT IS THE DIFFERENCE?
ARE WE A GROUP OR A TEAM?
TEAM•Common Purpose (Mission)•Shared Vision•Diversity in Strengths•Gifts & Talents Driven•Achievement/Goals/ Outcomes/Results•Quality Relationships•Clear Roles/Responsibilities•Rules•Structure
GROUP• Affirming• Purpose Shared by Sub-group•Homogeneous• Community• Casual Relationships•No Roles•No Results
Linda Mller & Jane Creswell, Coaching Teams Workshop
Team PowerIMAGINE…..If you could get all the people in an organization (church) rowing in the same direction, you could dominate any industry (culture) in any market (community), against any competition, at any time.” (italics mine) Patrick Lencioni, The Five Dysfunctions of a Team
Absence of TRUST
Fear of CONFLICT
Lack of COMMITMENT
Avoidance of ACCOUNTABILITY
Inattention to
Results
The Five Dysfunctionsof a Team
Patrick Lencioni
Absence of TRUST
Fear of CONFLICT
Lack of COMMITMENT
Avoidance of ACCOUNTABILITY
Inattention to ResultsThe Five
Dysfunctionsof a Team
Patrick Lencioni
• Psalm 133:1-3 (The Message) 1 How wonderful, how beautiful,
when brothers and sisters get along! 2 It's like costly anointing oil flowing down head and beard, Flowing down Aaron's beard, flowing down the collar of his priestly robes. 3 It's like the dew on Mount Hermon flowing down the slopes of Zion. Yes, that's where GOD commands the blessing, ordains eternal life.
Absence of TRUST
Fear of CONFLICT
Lack of COMMITMENT
Avoidance of ACCOUNTABILITY
Inattention to
Results
The Five Dysfunctionsof a Team
Patrick Lencioni
Members of Teams with an Absence of Trust…
1. Conceal their weaknesses and mistakes from one another
2. Hesitate to ask for help or provide constructive feedback
3. Hesitate to offer help outside their own areas of responsibility
4. Jump to conclusions about the intentions and aptitudes of others without attempting to clarify them
MEMBERS OF TEAMS WITH AN ABSENCE OF TRUST…
5. Fail to recognize and tap into one another’s skills and experiences
6. Waste time and energy managing their behaviors for effect
7. Hold grudges8. Dread meetings and find reasons to
avoid spending time together
Members of a Trusting Teams . . .
1. Admit weakness and mistakes2. Ask for help3. Accept questions and input about their areas
of responsibility4. Give one another the benefit of the doubt5. Take risks in offering feedback and assistance
Members of a Trusting Teams . . .
6. Appreciate and tap into one another’s skills and experiences
7. Focus time and energy on important issues, not politics
8. Offer and accept apologies without hesitation9. Look forward to meetings and other
opportunities to work as a group
Key Points on Building Trust
1. Trust is the foundation of teamwork2. On a team, trust is about
vulnerability, which is difficult for most people
3. Building trust takes time, but the process can be accelerated
4. Trust is never complete – it must be maintained over time
1. Personal History Exercise Have team members answer a short list of
questions about themselves.2. Team effectiveness Exercise
Strength bombardment exercise. Have team members identify the single most
important contribution each of their peers makes to the team.
Each team member shares one behavior he or she must either improve upon or eliminate for the good of the team
STRATEGIES FOR BUILDIG TRUST
3. Personality and Behavioral Preference Profiles DISC personality inventory – found online at
www.uniquelyyou.com. Purchase the book Strengths Finder 2.0 by Tom
Rath. Complete the online survey to get your top five strengths. (The book must be purchased to access the online survey)
4. Team Leader Demonstrate Vulnerability
STRATEGIES FOR BUILDING TRUST
Absence of TRUST
Fear of CONFLICT
Lack of COMMITMENT
Avoidance of ACCOUNTABILITY
Inattention to
Results
The Five Dysfunctionsof a Team
Patrick Lencioni
#2—the fear of CONFLICT
“Therefore each of you must put off falsehood and speak truthfully to his neighbor, for we are all members of one body.”
~Apostle Paul Eph. 4:25
Is Conflict Ever Positive? What is an example of healthy conflict?
What must happen to make conflict positive?
What doesn’t happen that keeps conflict from being positive?
Teams that engage in productive conflict know that the only purpose is to produce the best possible solution in the shortest period of time.
Conflict
If the team took the DiSC and/or Strength Finder Inventory ask each to share how he or she deals with conflict.
Teams Fearing Conflict…
1. Have boring meetings2. Create environments where back-
channel politics and personal attacks thrive
3. Ignore controversial topics that are critical to team success
4. Fail to tap into all the opinions and perspectives of team members
5. Waste time and energy with posturing and interpersonal risk management
Key Points on Mastering Conflict
1. Good conflict among team members requires trust, which is all about engaging in unfiltered, passionate debate around issues
2. Even among the best teams, conflict will at times be uncomfortable
3. Conflict norms must be discussed and made clear among the team
4. The fear of occasional personal conflict should not deter a team from having regular, productive debate
Role of the Leader
Demonstrate restraint when team members engage in conflict.
Personally model appropriate conflict behavior.
Suggestions for overcoming fear of conflict
Mining Extracting buried disagreements within
the team and shed the light of day on them
Real Time Permission Coaching one another not to retreat from
healthy debate.
Conflict Resolution Exercises Hidden Agenda Be the Fog Help Me Out
Absence of TRUST
Fear of CONFLICT
Lack of COMMITMENT
Avoidance of ACCOUNTABILITY
Inattention to
Results
The Five Dysfunctionsof a Team
Patrick Lencioni
#3—the lack of COMMITMENT “Always remember the distinction
between contribution and commitment. Take the matter of bacon and eggs. The chicken makes a contribution. The pig makes a commitment.”
~John Mack CarterIn the context of a team, commitment is a function of two things: clarity and buy-in.
1. The need for consensus sometimes in the pursuit of unanimity we
seek artificial harmony, and that leads to low levels of commitment.
2. The fear of failure this is the most common reason people do
not commit. They would rather not ever take a stand on something than risk being “wrong.”
#3—the lack of COMMITMENT
3. Lack of communication if someone is not being heard or listened
to, they will not invest in any decisions or goals.
4. Mismatch a person who is in the wrong position will
not contain the interest or passion necessary to achieve high levels of commitment.
#3—the lack of COMMITMENT
A Team Failing to Commit…
Creates ambiguity among the team about direction and priorities
Watches windows of opportunity close due to excessive analysis and unnecessary delay
Breeds lack of confidence and fear of failure
Revisits discussions and decisions again and again
Encourages second guessing among team members
Key Points on Achieving Commitment
1. Commitment requires clarity and buy-in
2. Clarity requires that teams avoid assumptions and ambiguity, and that they end discussions with a clear understanding about what they decided upon
3. Buy-in does not require consensus. Members of great teams learn to disagree with one another, but when a decision is made everyone commits to support it publicly.
Strategies for Overcoming Lack of Commitment
1. Commitment Clarification Insure everyone on the team is clear as to what has
been decided by asking for feedback from the members, especially those who argued against the decision.
2. Deadlines As simple as it may sound, having a deadline for
communicating and obtaining results increases commitment.
Strategies for Overcoming Lack of Commitment
3. Cascading Messaging Explicitly review the key decisions made during
a meeting Agree on what needs to be communicated to
staff and laity. Every team member carefully articulates the
agreed upon messages to their team or group
Strategies for Overcoming Lack of Commitment
3. Cascading Messaging
3A bit in the mouth of a horse controls the whole horse. 4A small rudder on a huge ship in the hands of a skilled captain sets a course in the face of the strongest winds.5A word out of your mouth may seem of no account, but it can accomplish nearly anything--or destroy it!It only takes a spark, remember, to set off a forest fire. 6A careless or wrongly placed word out of your mouth can do that. By our speech we can ruin the world, turn harmony to chaos, throw mud on a reputation, send the whole world up in smoke and go up in smoke with it, smoke right from the pit of hell. (James 3:3-6 The Message)
The Role of the Leader
Be comfortable with the prospect of making a decision that ultimately turns out to be wrong
Constantly push the group for closure around issues and adherence to schedules the team has set
Absence of TRUST
Fear of CONFLICT
Lack of COMMITMENT
Avoidance of ACCOUNTABILITY
Inattention to
Results
The Five Dysfunctionsof a Team
Patrick Lencioni
3—usually 2—sometimes 1—rarely
_____ We call out one another’s deficiencies or unproductive behaviors.
_____ We are deeply concerned about the prospect of letting down our peers.
_____ We challenge one another about our plans and approaches.
Quick Self Check—see how your team does
#4—avoidance of ACCOUNTABILITY
In the context of teamwork, accountability refers specifically to the willingness of team members to confront their peers on performance of behaviors that might hurt the team.
Whoever loves discipline loves knowledge, but he who hates correction is stupid. (Proverbs 12:1)
The way of a fool seems right to him, but a wise man listens to advice. (Proverbs 12:15)
#4—avoidance of ACCOUNTABILITY
To hold someone accountable, confrontation is not just necessary, it is indispensible.
Confrontation is a love word. (See Mark 10:17-21)
A Team Avoiding Accountability…
1. Creates resentment among team members who have different standards of performance
2. Encourages mediocrity3. Misses deadlines and key
deliverables4. Places an undue burden on the team
leader as the sole source of discipline
Key Points on Embracing Accountability
1. Accountability on a strong team occurs directly among peers.
2. For a culture of accountability to thrive, a leader must demonstrate a willingness to confront difficult issues.
3. The bests opportunity for holding one another accountable occurs during meetings and a regular review of a team scoreboard provides a clear context for doing so.
Suggestions for overcoming avoidance of accountability
Team Rewards Explicitly communicate goals and
standards of behavior Regularly discuss performance
versus goals and standards
The Role of the Leader
Allow the team to serve as the first and primary accountability mechanism
Be willing to serve as the ultimate arbiter of discipline when the team itself fails
Absence of TRUST
Fear of CONFLICT
Lack of COMMITMENT
Avoidance of ACCOUNTABILITY
Inattention to
Results
The Five Dysfunctionsof a Team
Patrick Lencioni
“The ultimate dysfunction of a team is the tendency of
members to care about something other than the
collective goals of the group.”
~Patrick Lencioni
On Our Lack of BHAG’s
A BHAG (big, hairy, audacious goal) is clear and compelling and serves as a unifying focal point of effort – often creating immense team spirit. It has a clear finish line, so the organization can know when it has achieved the goal.
It is a goal without God you will not succeed.
A Team Lacking Focus on Results
1. Stagnates/fails to grow2. Becomes complacent3. Lay leaders leave and fails to keep
motivated ministry staff.4. Encourages team members to focus
on their own careers and individual goals
5. Is easily distracted
Key Points on Focusing on Results
1. The true measure of a great team is that it accomplishes the results it sets out to achieve
2. To avoid distractions, team members must prioritize the results of the team over their individual or departmental needs
3. To stay focused, teams must publicly clarify their desired results and keep them visible
Strategies for Overcoming Inattention to Results
Public Declaration of Results Results-Based Rewards
The Role of the Leader
Set the tone for a focus on results Be selfless and objective, reserve
the rewards and recognition for those who make real contributions to achievement of group goals
When people come together andset aside their individual needsfor the good of the whole, they can accomplish what might havelooked impossible onpaper. They do this byeliminating the politicsand confusion that plaguemost organizations.Patrick Lencioni. Overcoming the Five Dysfunctions of a Team: A Field Guide. Jossey-Bass, 2005.