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Bbl Breakthrough Leadership Mod 9 17 July2008
Bbl Breakthrough Leadership Mod 9 17 July2008
Bbl Breakthrough Leadership Mod 9 17 July2008
Bbl Breakthrough Leadership Mod 9 17 July2008
Bbl Breakthrough Leadership Mod 9 17 July2008
Bbl Breakthrough Leadership Mod 9 17 July2008
Bbl Breakthrough Leadership Mod 9 17 July2008
Bbl Breakthrough Leadership Mod 9 17 July2008
Bbl Breakthrough Leadership Mod 9 17 July2008
Bbl Breakthrough Leadership Mod 9 17 July2008
Bbl Breakthrough Leadership Mod 9 17 July2008
Bbl Breakthrough Leadership Mod 9 17 July2008
Bbl Breakthrough Leadership Mod 9 17 July2008
Bbl Breakthrough Leadership Mod 9 17 July2008
Bbl Breakthrough Leadership Mod 9 17 July2008
Bbl Breakthrough Leadership Mod 9 17 July2008
Bbl Breakthrough Leadership Mod 9 17 July2008
Bbl Breakthrough Leadership Mod 9 17 July2008
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Bbl Breakthrough Leadership Mod 9 17 July2008

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Overcoming “The 5 Dysfunctions of a Team” - Patrick Lencioni’s Model …

Overcoming “The 5 Dysfunctions of a Team” - Patrick Lencioni’s Model
Working in a team presents greater challenges than working alone, but one person can’t play a baseball game by themselves, or play all of the instruments in a live symphony performance, or run a global company. Some things can only be accomplished by a team. What differentiates a team from a group? How can you contribute significantly to the quality and the results produced by the teams that you lead? Absence of trust, fear of conflict, avoidance of commitment, lack of accountability and inattention to results are the 5 dysfunctions that stand between teams and successful results. Unresolved conflicts, grievances, and miscommunications waste enormous amounts of time and energy. There is also a bottom-line cost in lost productivity, possible legal actions, and negative market reputation. This is especially true in fast-paced, highly driven, and politically competitive environments where stress can lead to conflict. Although unintentional, the impact on the business bottom line can be as much as a 30% decrease in profits and a 50% drop in goal attainment success. Based on Patrick’s Lencioni’s book, this module will equip you with the ability to grow, develop and lead your people to achieve goals that only a highly functioning team can accomplish, results that may seem highly unlikely or even impossible to those unskilled in unleashing the power of teams.

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  • 1. 09 Overcoming “ The 5 Dysfunctions of a Team” - Patrick Lencioni’s Model Kimberly’s Breakthrough Leadership Kimberly Wiefling, M.S. Copyright Wiefling Consulting, LLC 2008
  • 2. Breakthrough Results Course Outline Leading into the Future 1-to-1 Leadership Self Leadership Team Leadership Organization Leadership Global Leadership Introduction to Leadership What is Leadership? Leadership vs. Management – Is There a Difference? “ The Leadership Challenge” - Kouzes & Posner Model Becoming the Kind of Leader You Admire - The Endless Journey Why Would Anyone Follow You? - Values-based Leadership The Lost Leadership Skill - Listening Inspire Action – Set Clear Goals Beyond Words - Effective Communication Building Trust – The Foundation of Results Overcoming “The 5 Dysfunctions of a Team” - Patrick Lencioni’s Model Leading Through the Phases of Team Development Leading Organizations – Bigger Challenges Leading Change Leading in an Increasingly Global Business Environment 1 2 3 4 5 7 6 8 9 10 11 12 13 14 Copyright Wiefling Consulting, LLC 2008
  • 3. Module Description <ul><li>Working in a team presents greater challenges than working alone, but one person can’t play a baseball game by themselves, or play all of the instruments in a live symphony performance, or run a global company. Some things can only be accomplished by a team. What differentiates a team from a group? How can you contribute significantly to the quality and the results produced by the teams that you lead? Absence of trust, fear of conflict, avoidance of commitment, lack of accountability and inattention to results are the 5 dysfunctions that stand between teams and successful results. Unresolved conflicts, grievances, and miscommunications waste enormous amounts of time and energy. There is also a bottom-line cost in lost productivity, possible legal actions, and negative market reputation. This is especially true in fast-paced, highly driven, and politically competitive environments where stress can lead to conflict. Although unintentional, the impact on the business bottom line can be as much as a 30% decrease in profits and a 50% drop in goal attainment success. Based on Patrick’s Lencioni’s book, this module will equip you with the ability to grow, develop and lead your people to achieve goals that only a highly functioning team can accomplish, results that may seem highly unlikely or even impossible to those unskilled in unleashing the power of teams. </li></ul>Copyright Wiefling Consulting, LLC 2008
  • 4. Module Goals <ul><li>Understand the increased communication challenges of working in groups. </li></ul><ul><li>Use the Enneagram to understand the dynamics of teams. </li></ul><ul><li>Learn and apply at least 3 approaches to overcoming the 5 Dysfunctions of a Team. </li></ul>Copyright Wiefling Consulting, LLC 2008 “ I have never in my life learned anything from any man who agreed with me.” - Dudley Field Malone Ref: P. Lencioni, The Five Dysfunctions of a Team
  • 5. Communication Complexity in Teams 2 People 1 Communication Path 3 People 3 Communication Paths 5 People 10 Communication Paths 4 People 6 Communication Paths Copyright Wiefling Consulting, LLC 2008
  • 6. Team Enneagram Distribution Example LEGEND = Primary Strategy = Secondary Strategy = Third Strategy Copyright Wiefling Consulting, LLC 2008 Peaceful Perfect Outstanding Connected Unique Detached Secure Excited Powerful 8 7 6 5 4 3 2 1 9 Ref: Robert Tallon and Mario Sikora Awareness to Action : The Enneagram, Emotional Intelligence, and Change .
  • 7. Team Instincts Distribution Example Past Focus Future Focus Present Focus Copyright Wiefling Consulting, LLC 2008 LEGEND = Primary Time Focus
  • 8. 5 Dysfunctions of a Team Avoidance of Accountability Lack of Commitment Fear of Conflict Absence of Trust Ref: P. Lencioni, The Five Dysfunctions of a Team Inattention to Results Copyright Wiefling Consulting, LLC 2008
  • 9. Healthy Conflict Copyright Wiefling Consulting, LLC 2008
  • 10. Interests vs. Positions Conflict Interests of Person 1 Interests of Person 2 Position of Person1 Position of Person 2 Copyright Wiefling Consulting, LLC 2008 Ref: Fisher, Ury & Patton, Getting to Yes
  • 11. Absolute Commitment “ Wishing” is not a strategy. Copyright Wiefling Consulting, LLC 2008
  • 12. Clear Accountability “ Accountability breeds response-ability.” - Stephen R. Covey Copyright Wiefling Consulting, LLC 2008
  • 13. Focus on Results “ However beautiful the strategy, you should occasionally look at the results.” - Winston Churchill Copyright Wiefling Consulting, LLC 2008
  • 14. A Users Guide to Working With Me Hot Buttons Making Commitments You know I’m committed when . . . Commitment Reminder When I’m not living up to commitments, say… Conflict Clues You’ll know I disagree when … Conflict Conversations To discuss topics of possible conflict, say… Trust Builders To build trust with me, start by … Trust Breakers A sure way to break my trust is to … Hot Buttons Copyright Wiefling Consulting, LLC 2008 Key Areas of Accountability You can hold me accountable for . . .
  • 15. Summary of Key Points <ul><li>A group is not a team. </li></ul><ul><li>Teams are committed to achieving shared goals. </li></ul><ul><li>Working in teams is a greater challenge due to communication complexity and diversity of personalities and approaches to work. </li></ul><ul><li>The leader must take the initiative to overcome the 5 dysfunctions of a team. </li></ul>Copyright Wiefling Consulting, LLC 2008
  • 16. W.O.W. Leadership Development Exercises <ul><li>Within One Week (WOW!) </li></ul><ul><li>When you notice people on your team in healthy conflict, thank them for caring enough to explore different opinions and encourage them to continue! </li></ul>Copyright Wiefling Consulting, LLC 2008 <ul><li>Make a clear and unambiguous commitment in public to do something that will be difficult for you, then do it! </li></ul><ul><li>Reward someone on your team who has made a real contribution to the results required by the team. </li></ul>
  • 17. Commitment to Action <ul><li>“ Knowing” is not enough. You must take action. </li></ul><ul><li>Confidence is not required. You must be committed. </li></ul><ul><li>What action will you take in order to become more the kind of leader you admire? </li></ul><ul><li>W.O.W. - Do it “Within One Week”! </li></ul>Copyright Wiefling Consulting, LLC 2008
  • 18. For further information please contact: ALC Education, Inc. www.alc-education.co.jp Japan 03-5464-2815 Copyright Wiefling Consulting, LLC 2008 www.wiefling.com kimberly@wiefling.com USA 650 867 0847

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