The five dysfuntions of a  team
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The five dysfuntions of a team

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  • This is a good place to start. I have the book and read it, but if we cannot fill in the very large blanks of HOW to implement the ideas behind the dysfunctions, the team will not be able make positive change. Properly done, this presentation would be the shell of a much larger class on how to improve the climate of your company.
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  • If just one member of the team has a problem with trust it affects the whole team. <br /> Whatever she said, people learned not to comment on. If someone did she would defend herself. <br /> We have to work with people to help them understand this. <br /> If you deal with this you can role up your sleeve and get work done faster, make decisions faster and better. <br /> The role of the leader is to be vulnerable. <br /> First, the leader has to set the stage by being open and vulnerable first. <br /> Can your people be smarter than you and be better than you? <br /> As leaders we have to understand the power of that. <br /> People will follow leaders into fire if they are honest, vulnerable and <br /> But you can’t fake it. If you are, you will be caught! <br /> Do not fake it. If it isn’t painful in the moment don’t do it. <br />
  • Why conflict? <br /> Purpose of a productive conflict is to produce the best possible solution in the shortest period of time. <br /> The desire to preserve artificial harmony stifles the occurrence of productive, ideological conflict. <br /> Trust is the only way you get people to weigh in with each other on issues that count. <br /> I’m not talking about personal issues here. I’m talking about ideological issues. <br /> In organizations where we are here to do great work, conflict is critical! <br /> We need to have this conflict up front instead of underlying and underground. <br /> Meetings: <br /> What makes a great movie is conflict. There is something we care about. <br /> What makes a great meeting is conflict – something you care about! <br /> Meetings should be more interesting than movies. <br /> Movies are completely passive. <br /> Meetings are not. They are interactive and relevant. You will have to do something as a result. <br /> Meetings should matter. (FIX) <br /> The most important part of a movie is the first 10 minutes <br /> The first 10 minutes of your meetings have the be great! <br /> The most boring meeting – a budget review! <br /> How would you make this interesting? Be creative and tie to your objectives. <br /> Our competitors would love for us to get this wrong. <br /> We as leaders must get better at this. <br /> TS: Conflict is important because it helps us avoid the next dysfunction. <br />
  • Humans are reasonable. The truth is that if you can get your team to stand on a seat and weigh in on something then By not having conflict we are inviting them to passivity and to bring this up again and again. <br /> Gender is so far down the list of issues. <br /> We get distracted with this. But I don’t think it is an issue. <br /> Why is commitment so important? <br /> Because if we do not the next dysfunction of a team becomes a problem. <br />
  • Stories to illustrate: <br /> Holding people accountable for their behavior! <br /> “The way you are treating people is going to fail” <br /> I’m talking about peer to peer accountability! <br /> The thought of letting down your peers is a very strong force in the workplace. <br /> If I am a leader of a team… <br /> We have to get peers to hold each other accountable! <br /> I do not like to hold people accountable. <br /> Among senior leaders the harder it is for them to do so. <br /> The people you have to hold accountable are your peers. <br /> TS: Why is this important? Because we fall prey to the 5th dysfunction of a team <br /> I do not like to hold people accountable. <br /> “You can’t do this any more and here are the consequences.” <br />

The five dysfuntions of a  team The five dysfuntions of a team Presentation Transcript

  • The FIVE Dysfunctions of a TEAM
  • Introducing THE FIVE DYSFUNCTIONS OF A TEAM A Leadership fable By Patrick Lencioni
  • The FIVE Dysfunctions of a TEAM Not finance. Not strategy. Not technology. It is teamwork that remains the ultimate competitive advantage, both because it is so powerful and so rare The FIVE Dysfunctions of a TEAM – Patrick Lencioni
  • The FIVE Dysfunctions of a TEAM
  • 1st dysfunction of a Team – The Absence of Trust The fear to be vulnerable with team members prevents the building of trust within the team Vulnerability based trust. We have to help people get vulnerable – “I’m sorry” – “I was wrong” – “I need your help” Team members who are not genuin open with another about their mistakes and weakness make it impossible to build a foundation for trust
  • 2nd dysfunction of a Team – Fear of conflict! Conflict: the most important place for conflict to happen is in meetings Teams that lack trust are incapable of engaging in unfiltered and passionate debate of ideas
  • 3rd Dysfunction – Lack of Commitment The fear of being wrong prevents team members from making decisions in a timely and definitive way. – How often do we fail to get real commitment from people? – By not having conflict we are inviting them to passivity
  • 4th Dysfunction – Avoidance of Accountability Even the most focused and driven people often hesitate to call their peers on actions and behaviors that seem counterproductive to the good of the team
  • 5th Dysfunction – Inattention to Results! The desire for individual credit erodes the focus on collective success People will pay attention to other results if you do not hold people accountable
  • Assess your Scrum Team The primary purpose of Team assessment is to provide you with a sense of your team’s unique strengths and areas for improvement. For a more accurate and holistic analysis, encourage your entire team to complete the Assessment. While the assessment itself provides an interesting perspective, its most important aspect is the discussion it may provoke around specific issues
  • Suggestions for Overcoming Absence of Trust Team Effectiveness Exercise Personal Histories Exercise Personality and Behavioral Preference Profile 360 Degree Feedback Experiential Team Exercises
  • ContactS Francesco Attanasio •Mail: francesco.attanasio@yahoo.it •Twitter: @LeanScrumMaster