Untitled

JB
by jake bacilek1 view·Updated Mar 6, 2022
Re-use contentCreate your own

Chapters

Audio TranscriptAuto-generated

  1. Hi, my name is jake and this is my presentation of the five dysfunctions of 18.
  2. Here is the triangle that they use. Um These are the five dysfunctions
  3. and intention to result importance of accountability,
  4. lack of commitment,
  5. fear of conflict, and the absence of trust.
  6. When I read this book,
  7. I saw that there was a lot of reasons of doubt in the work environment
  8. throughout the book. There's a lot of doubt in the environment.
  9. The company decision tech was already failing as a whole due to the board.
  10. So the choice is the board was already making,
  11. The employees already did not agree with and
  12. employees really started to doubt the board.
  13. Um, So when the board brought in, the new new Ceo,
  14. the employees just didn't really trust it.
  15. They doubted it because the board has made bad decisions in the past.
  16. So,
  17. and a lot of employees,
  18. they all have different feelings when of course a new Ceo comes in
  19. and it makes sense to have doubt because you don't know the person. So um yeah,
  20. as an athlete out on your own teammates, I my experience,
  21. um your own teammates is one of the worst things you can do.
  22. It's the same for the business world. Everybody is trying to make money and be in
  23. and succeed.
  24. So you don't trust your fellow peers, you just won't be successful.
  25. To me.
  26. The most important team members in the book were Jeff, Jeff,
  27. he was good at networking and he was good at raising money for the business,
  28. which is what you need in your former Ceo.
  29. He wasn't a good manager though and he was not helpful to the staff
  30. Carlos, he was part of the customer sports. So he was good at dealing with people.
  31. He was a very trustworthy guy and he was very humble.
  32. Um and he did not have a lot of flaws,
  33. nick, he was a chief financial officer,
  34. he was very well on paper and it was an experienced worker.
  35. He was very eager to school though and loved himself to the
  36. extent where it became a problem in his co workers freedom negatively.
  37. Um One thing I saw in this was that the book was that when Catherine had the job of Ceo,
  38. there was a lot of
  39. just trust in her and absence of trust because
  40. the board above her was always stepping in and on
  41. a daily basis and not letting her do her job.
  42. So Catherine was not always able to be the Ceo she
  43. was hired to do and had people always above her,
  44. always stepping in
  45. to me.
  46. I thought you hire the Ceo to run the company and
  47. you need to trust that they will do it correctly and
  48. push the company to be
  49. great
  50. in this example.
  51. You can see there's a big lack of trust Ceos have to
  52. be trusted so they can push the company to be better.
  53. Catherine will start to feel like she isn't doing her job right and she will feel
  54. like the Ceo position isn't really hers if she feels like that she feels like this,
  55. it will bring the company down negatively.
  56. Also
  57. absence of trust continued
  58. after reading the book,
  59. one of the biggest dysfunctions I saw was the absence of trust.
  60. I thought on many sports
  61. teams and multiple of them have have had trust issues.
  62. For example, my high school lacrosse team had some younger players starting,
  63. we didn't trust them with the bone did not pass them enough,
  64. which forced three players to try and do everything.
  65. This affected our team negatively because other teams
  66. can figure this out and stop us easily.
  67. If we trusted more of the players,
  68. they could have made plays on their own and helped us out
  69. decision. Tech had an example of absence of trust.
  70. My employees would not get to know each other
  71. well and they just refused to the bond together.
  72. The employees would also worry about other people not getting
  73. their work done instead of worrying about specifically their own selves
  74. getting their own work done.
  75. This would negatively affect the team because the
  76. people need to focus on their own work and
  77. they need to trust the peers that they will do their job if they do this,
  78. the company will excel to max potential.
  79. If not it's just not gonna excel.
  80. One thing I noticed I like is Jan's she stepped up for her team.
  81. So there were some instances in the book or an employee had to step up to the boss,
  82. Jan one of the employees,
  83. she stuck to her ceo Catherine said that Catherine
  84. needed start saying us and we not you Catherine.
  85. She in the book she was um
  86. she wasn't using the right vocab and she was
  87. treating the team as if it wasn't a team and she was not including
  88. the people below her, her employees
  89. um in the conversation.
  90. So she was not treating the team positively and
  91. using the wrong vocabulary all throughout the book.
  92. So when Jan stood up to her and set the tone for the rest of the book,
  93. Catherine needs to start using the right vocabulary so she can
  94. involve her team in the conversation and they can excel.
  95. Mhm.
  96. Another thing was staying focused on the work when Catherine came as the new
  97. ceo
  98. I read and I thought that she was more focused on the retreats
  99. and getting people to know each other which is important.
  100. But she also needed to make sure that the
  101. sales were right and important meetings were getting done,
  102. martin.
  103. One of the characters was
  104. the one upset about the retreat and he gets
  105. upset with Catherine throughout the book multiple times.
  106. Catherine need to start focusing more on being successful
  107. in getting things done rather than going on retreats.
  108. Their tree is important. It just needed to be scheduled a little bit better.
  109. So martin good
  110. um get his stuff done and same with other employees
  111. to me, these are the functions we see the most. I've observed all the dysfunctions.
  112. I've seen the lack of commitment.
  113. I've seen that even in my college lacrosse team with some players
  114. not showing up to practices and not getting their homework done,
  115. I also see the avoidance of accountability.
  116. And also if you see this in some of my high school teammates,
  117. when we try and hold them accountable, like for example that lifting,
  118. they wouldn't be lifting correctly and they wouldn't be
  119. trying and we try to hold them accountable,
  120. they would avoid it and not listen to us.
  121. And this was my presentation. Thank you.