The 5 dysfunctions of a team Management Presentation

The FIVE DYSFUNCTIONS of a TEAM by PATRICK LENCIONI Prashant Rajopadhye Zahid Maqsood Jean Pierre Clement Miguel Edwards

The FIVE DYSFUNCTIONS of a TEAM by PATRICK LENCIONI Absence of Trust

The FIVE DYSFUNCTIONS of a TEAM by PATRICK LENCIONI Members of teams with an absence of trust… - Conceal their weakness and mistakes from one another -Hesitate to ask for help or provide constructive feedback -Hesitate to offer help outside their own area of responsibility -Fail to recognize and tap into one another’s skills and experience -Hold grudges -Dread meetings and find reasons to avoid spending time together

The FIVE DYSFUNCTIONS of a TEAM by PATRICK LENCIONI
Overcoming absence of trust
Personal Histories Exercise
Team Effectiveness Exercise
Personality and Behavioral Presence Profile
360- Degree Feedback
Leader role

The FIVE DYSFUNCTIONS of a TEAM by PATRICK LENCIONI Members of trusting teams…. - Admit weaknesses and mistakes -Ask for help -Take risk in offering feedback and assistance -Appreciate and tap into one another’s skills and experiences -Focus time and energy on important issues, not politics -Offer and accept apologies without hesitation -Look forward to meetings and other opportunities to work as a group

The FIVE DYSFUNCTIONS of a TEAM by PATRICK LENCIONI Fear of Conflict Absence of Trust

Teams that fear conflict ...
Have boring meetings
Create environments where back-channel politics and personal attacks thrive
Ignore controversial topics that are critical to team success
Fail to tap into all the opinions and perspective of team members
Waste time and energy with posturing and interpersonal risk management

Teams that engage in conflict ...
Have lively, interesting meetings
Extract and exploit the ideas of all team members
Solve real problems quickly
Minimize politics
Put critical topics on the table for discussion

Overcoming Fear of Conflict…
Acknowledge that conflict is productive, and that many teams have a tendency to avoid it.
Mining Team Members must occasionally assume the role of a “miner of conflict” -- someone who extracts buried disagreements within the team and sheds the light of day on them.
Ream-Time Permission Team members need to coach one another not to retreat from healthy debate. Remind them what they are doing is necessary.
Other Tools Thomas-Kilmann Conflict Mode Instrument (TKI)

The FIVE DYSFUNCTIONS of a TEAM by PATRICK LENCIONI Lack of Commitment Fear of Conflict Absence of Trust

A Team that lacks commitment…
Create ambiguity on direction and priorities
Misses opportunity by too much analysis and delay
Breeds lack of confidence and fear of failure
Discusses and reviews decision again and again
Encourage second guessing among team members

Teams that are committed…
Have clear directions and priorities
Are aligned around objectives
Develop an ability to learn from mistakes
Seize opportunities before the competition
Moves forward without hesitation
Changes direction without hesitation or guilt

Overcoming Lack of Commitment…
Cascading messaging: reformulate action plan, communicate quickly and comprehensively, and align the meetings with each other
Set and honor deadlines, including interim milestones.
Contingency and worst case scenario analysis: remove the fear from mistakes
Low-risk exposure therapy: practice quick decision making with limited analysis

The FIVE DYSFUNCTIONS of a TEAM by PATRICK LENCIONI Avoidance of Accountability Lack of Commitment Fear of Conflict Absence of Trust

A Team that avoids accountability…
Creates resentment and different performance standards
Encourage mediocrity
Misses deadlines and deliverables
Push all the burden of discipline to the leader

Teams that are committed…
Ensure that poor performers feel pressure to improve
Identify quickly problem by questioning one’s approach without hesitation
Establish respect among the team who are held to the same standard
Avoid excessive bureaucracy around performance management and corrective action

Overcoming Avoidance of Accountability…
Publication of goals and standards: no one can ignore them and we know who is responsible for what
Progress review simple and regular: team member should comment on their peer performance against objectives and standards
Reward team instead of individuals
Do not relegate accountability to consensus approach: shared team responsibility with individual responsibility

The FIVE DYSFUNCTIONS of a TEAM by PATRICK LENCIONI Avoidance of Accountability Lack of Commitment Fear of Conflict Absence of Trust Inattention to Results

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The 5 dysfunctions of a team Management Presentation

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