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5 Dysfunctions of a team
Transcript of 5 Dysfunctions of a team
Functional Team Strong Trust within a team stems from the team's willingness to be vulnerable within the group Personal Histories;
-where did you grow up
-how many kids were in your family
-what was the most difficult or important
challenge of your childhood Commitment A Culture
of Focus on
Team's Results Engaging in unfiltered and passionate debate of ideas Healthy Challenge Team members can gain buy in and commit to decisions and avoid feigning agreement during meetings when they air their opinions in the course of passionate and open debate. Have you ever been in a meeting and caught yourself nodding your head in agreement, knowing . . . By committing to a clear plan of action, team mates will call their peers on actions and behaviors that seem counterproductive to the good of the team. Have you ever caught yourself wanting to call out a peer that is de-railing the team? Have you ever been in the situation where you were unclear how your peer affects the team's objectives and so anything they do seems okay and in pursuit of the goal? Effective team members place the goals of the team ahead of their individual or division's needs about each other's mistakes and weaknesses - Think Win/Win
- Best idea wins
- Third alternative
- Real-time permission
- "miner of conflict" What's in a handshake? Increase team commitment by:
involving all the stakeholders
rewarding Healthy Challenge
use an Action Tracker; Who, What and by When
reward those who follow through
end meetings with the Cascading Message What are your team's wildly important goals (WIGs)?
Are you willing to sacrifice your ego, opportunity for recognition, or division's success for the accomplishment of the WIGs?
Are the behaviors that contribute to the accomplishment of those WIGs recognized and rewarded by the team and management? Do you do what you say you will do?
Do you need to increase your capabilities through coaching or training? Review Dashboards and Action Trackers regularly as your Operating Rhythm to ensure your team is using facts and data, not emotion, to argue their points and make decisions. Leaders must model healthy challenge and when it is present in the team, don't squelch it, but . . . TM The 5 Dysfunctions of a Team by Patrick Lencioni It's amazing what you can accomplish when you do not care who get's the credit. - Ronald Reagan If everyone is thinking alike, then somebody isn't thinking. - General George S. Patton A Healthy team will walk out of the meeting and no one will ever know who agreed with the decision and who didn't. What critical topics does your team need to address? How can you exploit the ideas of all team members? How can your team minimize politics?