The Five Dysfunctions of a Team: A Leadership Fable
Language: English
Pages: 229
ISBN: 0787960756
Format: PDF / Kindle (mobi) / ePub
In The Five Dysfunctions of a Team Patrick Lencioni once again offers a leadership fable that is as enthralling and instructive as his first two best-selling books, The Five Temptations of a CEO and The Four Obsessions of an Extraordinary Executive. This time, he turns his keen intellect and storytelling power to the fascinating, complex world of teams.
Kathryn Petersen, Decision Tech's CEO, faces the ultimate leadership crisis: Uniting a team in such disarray that it threatens to bring down the entire company. Will she succeed? Will she be fired? Will the company fail? Lencioni's utterly gripping tale serves as a timeless reminder that leadership requires as much courage as it does insight.
Throughout the story, Lencioni reveals the five dysfunctions which go to the very heart of why teams even the best ones-often struggle. He outlines a powerful model and actionable steps that can be used to overcome these common hurdles and build a cohesive, effective team. Just as with his other books, Lencioni has written a compelling fable with a powerful yet deceptively simple message for all those who strive to be exceptional team leaders.
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In India. JR has an identical twin brother. Jan was a military brat. During the discussion, Nick even discovered that he had played basketball in high school against the team coached by Kathryn’s husband. As for Kathryn, her staff seemed most surprised and impressed not by her military training or automotive experience, but by the fact that she had been an All-American volleyball player in college. It was really quite amazing. After just forty-five minutes of extremely mild personal disclosure,.
Our success, because that only creates the opportunity for individual ego to sneak in.” “Don’t we already have a scoreboard?” Mikey persisted. “You’re talking about profit?” asked Kathryn. Mikey nodded and made a face as if to say, What else? Kathryn continued, patiently. “Certainly profit is a big part of it. But I’m talking more about near-term results. If you let profit be your only guide to results, you won’t be able to know how the team is doing until the season is almost over.” “Now.
Will wonder if you’ve made any progress at all. It’s going to take more than a few weeks of behavioral change before we see a tangible impact on the bottom line.” The team seemed to be agreeing with her too easily. She decided she needed to rattle them one more time. “I’m telling you this because we are not out of the woods yet. I’ve seen plenty of groups slide backward that were a lot further along than we are. This is about having the discipline and persistence to keep doing what we’re doing.”.
How manageable it can be and how much useful information, both constructive and positive, can be extracted in about an hour. And though the Team Effectiveness Exercise certainly requires some degree of trust in order to be useful, even a relatively dysfunctional team can often make it work with surprisingly little tension. (Minimum time required: 60 minutes.) Personality and Behavioral Preference Profiles Some of the most effective and lasting tools for building trust on a team are profiles.
He refused to attend those meetings (even Jeff wouldn’t allow such a blatant act of revolt); it was just that he always had his laptop open, and he seemed to be constantly checking e-mail or doing something similarly engrossing. Only when someone made a factually incorrect statement could Martin be counted on to offer a comment, and usually a sarcastic one at that. At first, this was tolerable, maybe even amusing, to Martin’s peers, who seemed in awe of his intellect. But it began to wear on the.