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The Five Dysfunctions of a Team

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by

Mel Pluguez

on 5 November 2013

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Transcript of The Five Dysfunctions of a Team

Introduction
Kathryn was hired as the new CEO of DecisionTech
-This came as a surprise to everyone because she didn't seem fit for the job.
-She was old and inexperienced with high-tech software.
-Hired due to the input of ONE man, the Chairman.
The Five Dysfunctions of a Team
Introduction
For the first few weeks, Kathryn only observed, letting the old CEO, Jeff, continue to run the meetings.

She announced that the executive team would have off-site meetings in Napa Valley.

Martin and JR tried to avoid going to the first meeting due to a customer opportunity, but Kathryn stayed strong.
Introducing the Five Dysfunctions
A Leadership Fable
By: Patrick Lencioni
continued
The Fourth Dysfunction
The fourth dysfunction Kathryn introduces, completing the pyramid, is avoidance of accountability.
-if members of a team don't hold each other accountable for their actions, this results in low standards
The Fifth Dysfunction
To get the point across faster, Kathryn discusses to the last dysfunction first: inattention to results.

-"..when everyone is focused on results and using those to define success, it is difficult for ego to get out of hand. No matter how good an individual on the team might be feeling about his or her situation, if the team loses, everyone loses."
The Second Dysfunction
After growing impatient, one of the members of the team asks Kathryn to reveal the rest of the dysfunctions.

Kathryn writes on the board the second dysfunction: fear of conflict.
The Third Dysfunction
The third dysfunction is the lack of commitment.
The First Dysfunction
Kathryn introduced absence of trust as the first dysfunction
-does exercises to get executives to open up and know each other better.
-reduce need for invulnerability
-this means committing to a plan or decision and getting everyone to buy into it.
Kathryn starts every meeting with the same phrase.
She assures them that they're all here in order to achieve results, but first they need to act like a team.
She draws a triangle on the whiteboard with 5 sections
-avoid creating artificial harmony
-does not mean compromise, because then everyone is equally displeased.
-instead, everyone puts in their input and is acknowledged.
How they all connect
DecisionTech Application
-The executive team came up with a tangible goal that was achievable by the end of the year, to get 18 new customers.
-After returning to work, the team had some trouble working toward becoming functional.
-Two executive members were lost.
-"Gut check" with Green Banana
In My Opinion...
It was interesting to read about the dysfunctions through a fictional story rather than just have them listed and described.
BUT
The second half of the fable seemed extremely rushed in my eyes. The last three dysfunctions were squished into one chapter, and not elaborated on to the group as they learned.
How it relates to my life
The end of the novel gave examples of how to overcome these dysfunctions in our own settings.
-gave me ideas for improving the team I work on!
***Leadership stresses the importance of a group***
References
Lencioni, P. (2002). The five dysfunctions of a team: A leadership fable. San Francisco: Jossey-Bass.
(It won't let me italicize the name of the book, but I understand it's supposed to be. Sorry!)
Thanks!!
Full transcript