This document discusses building high-performance teams. It explains that teams are inherently dysfunctional because they are made up of imperfect humans. Building an effective team requires mastering behaviors that foster trust, overcome fear of conflict, drive commitment, encourage accountability, and focus on results. The leader's role is to demonstrate vulnerability, reduce fear of conflict, expect commitment, enhance accountability, and focus on collective results. Mastering these behaviors can help teams perform at their highest level.
Building Better Teams - Overcoming the 5 DysfunctionsJoel Wenger
Trust, Conflict, Commitment, Accountability, Results; these are the hallmarks of effective teams, as described by Patrick Lencioni in his book "The Five Dysfunctions of a Team". This presentation contains an overview of each one, as well as my take on the tools and actions leaders can take to address each one.
Building Better Teams - Overcoming the 5 DysfunctionsJoel Wenger
Trust, Conflict, Commitment, Accountability, Results; these are the hallmarks of effective teams, as described by Patrick Lencioni in his book "The Five Dysfunctions of a Team". This presentation contains an overview of each one, as well as my take on the tools and actions leaders can take to address each one.
This was a talk given to the team at 5Q Communications in the Pecha Kucha format. It was given as part of a series of internal learning presentations. Enjoy!
Team maturity - How to cultivate a team mentalityDeon Meyer
This is based on the book 5 Dysfunctions of a team by Patrick Lencioni. It's target audience is any person that fills a leadership role, be it on an executive level or not.
Institute of Design: Teaming Workshop By Chris BernardChris Bernard
This are slides for a Teaming Presentation and One Day workshop that I've taught at the Institute of Design on three occasions. I've included the slides in .PPT format which you may reference with proper accreditation. Note I've pulled some content and provided links to it to respect copyrights. Want me to conduct this workshop for you? Hire me! Email bernard@id.iit.edu for more information.
My presentation of P. Lencioni's book "Overcoming the 5 dysfunctions of a team", at the 34th Athens Agile meetup. The presentation includes the key points of the book, and in the addendum the Thomas-Kilmann model is explained.
AS DIFFICULT as it is to build a cohesive team, it is not
complicated. In fact, keeping it simple is critical,
whether you run the executive staff at a multinational
company, a small department within a
larger organization, or even if you are merely a
member of a team that needs improvement. In that
spirit, this section is designed to provide a clear,
concise, and practical guide to using the Five Dysfunctions
Model to improve your team. Credits: Patrick Lencioni
http://lifestoogood.net
A practical overview of the Forming, Storming, Norming, Performing model of team development. This is also the first presentation in a new Business Models section of the Life's Too Good website.
This was a talk given to the team at 5Q Communications in the Pecha Kucha format. It was given as part of a series of internal learning presentations. Enjoy!
Team maturity - How to cultivate a team mentalityDeon Meyer
This is based on the book 5 Dysfunctions of a team by Patrick Lencioni. It's target audience is any person that fills a leadership role, be it on an executive level or not.
Institute of Design: Teaming Workshop By Chris BernardChris Bernard
This are slides for a Teaming Presentation and One Day workshop that I've taught at the Institute of Design on three occasions. I've included the slides in .PPT format which you may reference with proper accreditation. Note I've pulled some content and provided links to it to respect copyrights. Want me to conduct this workshop for you? Hire me! Email bernard@id.iit.edu for more information.
My presentation of P. Lencioni's book "Overcoming the 5 dysfunctions of a team", at the 34th Athens Agile meetup. The presentation includes the key points of the book, and in the addendum the Thomas-Kilmann model is explained.
AS DIFFICULT as it is to build a cohesive team, it is not
complicated. In fact, keeping it simple is critical,
whether you run the executive staff at a multinational
company, a small department within a
larger organization, or even if you are merely a
member of a team that needs improvement. In that
spirit, this section is designed to provide a clear,
concise, and practical guide to using the Five Dysfunctions
Model to improve your team. Credits: Patrick Lencioni
http://lifestoogood.net
A practical overview of the Forming, Storming, Norming, Performing model of team development. This is also the first presentation in a new Business Models section of the Life's Too Good website.
The 10 rules to build a badass startup team by Alice ZaguryTheFamily
"Building a great team isn't enough, you need to build a cult."
There are many things that can determine the success or the failure of your startup, but no factor is more powerful and more in your control than how you build your team.
In a startup, execution is EVERYTHING.
You need the right people, and you need the right mindset.
Alice Zagury knows a little bit about this...
Alice Zagury is cofounder & CEO of TheFamily, a private investor (300+ startups, $100M+ raised for top companies). Previously, she created the first startup accelerator in France, Le Camping. She's had a lot of experience on hiring & culture, being around startups for many years and working on her own team at TheFamily.
This is a one day program for organizing, leading and facilitating effective teams. Participants will take part in a range of discussions, activities and exercises to learn the key elements needed for an effective and efficient team.
Team Building PowerPoint PPT Content Modern SampleAndrew Schwartz
130 slides include: why teams work, building a team, reasons to create teams, structuring your team, developing effective teams, five intrinsic elements of teams, four stages of team development, team behaviors, team roles, 18 group building behaviors, overcoming common obstacles, responsibilities for team leadership, evaluating team performance, viewing the top teams, how to's and more.
Team Building PowerPoint Slides include topics such as: why teams work, building a team, reasons to create teams, structuring your team, developing effective teams, five intrinsic elements of teams, four stages of team development, team behaviors, team roles, 18 group building behaviors, overcoming common obstacles, responsibilities for team leadership, evaluating team performance, viewing the top teams, how to's and more. Slides can easily be tailored to your specific needs (make handouts, create overheads and use them with an LCD projector) and are available for license. 100+ PowerPoint presentation content slides. Each slide includes slide transitions, clipart and animation. System & Software Requirements: IBM or MAC and PowerPoint 97 or higher. Royalty Free - Use Them Over and Over Again. Once purchased, download instructions will be sent to you via email. (PC and MAC Compatible).
Změny se ve firmách dějí na denní bázi. Větší změny, oproti těm malým, potřebují přípravu, plán a hlavně – vyladěný tým. Tým, ve kterém panuje důvěra, členové využívají konflikty k cizelování, oddanost vůči týmu, vyjasněné zodpovědnosti a také schopnost sledovat společný cíl.
Takový zdravý a výkonný tým totiž obvykle dokáže realizovat jakkoliv velkou změnu. Postačí mu jen čas a prostředky. Když však začnete realizovat změnu s nesladěným týmem, obvykle skončí projekt nezdarem. Někde se zasekne. Ztratí dynamiku a po čase vyšumí.
Protože v BrandBakers Advisory realizujeme změny v oblasti výkonnosti firem prostřednictvím angažovanosti zaměstnanců, narážíme na tento problém velmi často. Po ruce máme vždy promakaný a praxí odzkoušený dvoudenní workshop na ladění týmů. Funguje až neuvěřitelně spolehlivě.
Prolistujte si jeho obsah a prezentaci, která nás dvěma dny provází. A jestli se chystáte na změnu a cítíte, že tým není sladěný, připravený, zavolejte. Ušetříte si hodně času, sil a prostředků a vyhnete se frustraci z “dalšího projektu, který slibně začal, všem se nám líbil”, ale nějak nedopadl.
Workshop podle metody Patricka Lencioniho
The higher you go up in any organization, the more people you serve, not the other way around.George Couros.
A workshop topic within KRS Agile coaching circles for our Leadership team. We focus hard on creating a safe space for staff and on building a culture of trust and inclusivity. We create an environment where staff can bring their whole self to work.
Dr. Rick Goodman, the Team Building Expert, provides useful tips and tricks for Team Building for Human Resource Professionals. For more information go to www.rickgoodman.com or www.advantagecontinuingeducationseminars.com
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What are the main advantages of using HR recruiter services.pdfHumanResourceDimensi1
HR recruiter services offer top talents to companies according to their specific needs. They handle all recruitment tasks from job posting to onboarding and help companies concentrate on their business growth. With their expertise and years of experience, they streamline the hiring process and save time and resources for the company.
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Putting the SPARK into Virtual Training.pptxCynthia Clay
This 60-minute webinar, sponsored by Adobe, was delivered for the Training Mag Network. It explored the five elements of SPARK: Storytelling, Purpose, Action, Relationships, and Kudos. Knowing how to tell a well-structured story is key to building long-term memory. Stating a clear purpose that doesn't take away from the discovery learning process is critical. Ensuring that people move from theory to practical application is imperative. Creating strong social learning is the key to commitment and engagement. Validating and affirming participants' comments is the way to create a positive learning environment.
Remote sensing and monitoring are changing the mining industry for the better. These are providing innovative solutions to long-standing challenges. Those related to exploration, extraction, and overall environmental management by mining technology companies Odisha. These technologies make use of satellite imaging, aerial photography and sensors to collect data that might be inaccessible or from hazardous locations. With the use of this technology, mining operations are becoming increasingly efficient. Let us gain more insight into the key aspects associated with remote sensing and monitoring when it comes to mining.
Unveiling the Secrets How Does Generative AI Work.pdfSam H
At its core, generative artificial intelligence relies on the concept of generative models, which serve as engines that churn out entirely new data resembling their training data. It is like a sculptor who has studied so many forms found in nature and then uses this knowledge to create sculptures from his imagination that have never been seen before anywhere else. If taken to cyberspace, gans work almost the same way.
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2. If you depend on yourself to be the only leader,
you will find it physically and emotionally
impossible.
Your top team must be a group of people you
completely trust.
You can’t be the only one concerned with this
issues of growth.
---Jana Matthews-- Building an Awesome Organization
3. Because teams are made up of imperfect human
beings, they are inherently dysfunctional.
Building “team” comes down to mastering a set of
behaviors that are theoretically uncomplicated but
extremely difficult to put into practice everyday.
Patrick Lencioni- The Five Dysfunction's
of a Team
4. Ponder this:
Think of one “real world” example when you were part of a
winning “TEAM”.
What were the critical elements of its success?
Was there ever internal conflict?
If so-- how did the team handle it?
Did the various team members trust each other?
How was that exhibited?
5. The Five Dysfunctions of a Team
Inattention to Results
Avoidance of Accountability
Lack of Commitment
Fear of Conflict
Absence of Trust
P. Lencioni
6. Red Flags
You have a poorly functioning team if:
Top team members are focused solely on running their own
departments and have little appreciation of other departments
People get inconsistent messages from top team members
Difficult to achieve consensus among top team
Top team members complain that they do not get enough time with
you or you with them
Your team members are still coming to you for decisions
Top team members “don’t have time for meetings”
People believe that leadership is constantly changing directions
Big decisions are announced but rationale is not explained
7. Team Discussion
Take Survey that the facilitator has for you.
Note which area(s) are most troublesome to you?
Initial your trouble area on the white board grid.
8. I. Absence of Trust
Trust lies at the heart of a functioning, cohesive team.
Without it, teamwork is all but impossible.
Enables team members to feel that their peer’s intentions are good
and there is no reason to be protective.
Vunerablilities: Weakness, skill deficiencies, interpersonal
shortcomings, mistake and requests from help .
Problems stem from unwillingness to be “vulnerable” within the
group
Problem is: We have been taught to be competitive and protective of
our reputations.
9. What happens when there is an
Absence of Trust ?
People:
Conceal their weakness and mistakes from one another
Hesitate to ask for help or provide constructive feedback
Hesitate to offer help outside their own responsibility
Jump to conclusions about the intentions and aptitudes of
other without attempting to clarify them
Fail to recognize and tap into one another’s skills and
experiences
Hold grudges
Dread meetings and find reasons to avoid spending time
together.
11. Strategies to Eliminate:
Absence of Trust
Identify and discuss individual strengths and weaknesses
Spend considerable time in face to face meetings and working
sessions
Admit weaknesses and mistakes and ask for help
Accept questions and input about your area of responsibility
Take risks in offering feedback and assistance
Appreciate and tap into one anothers skills and experiences
Offer and accept apologies without hesitation
Look forward to meetings and other opportunities to work as a
group
12. II. Fear of Conflict
The desire to preserve artificial harmony stifles the occurrence
of productive, ideological conflict.
By building trust-- the team do not hesitate to engage in
passionate debate without punishment.
Purpose is to produce the best possible solution.
It is not--- Destructive fighting or interpersonal politics.
13. Teams that avoid 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 perspectives of team meetings
Waste valuable time
15. Strategies to overcome:
Fear of Conflict
Acknowledge that conflict is required for productive meetings
Establish common ground rules for engaging in conflict
Understand individual team members natural conflict styles
Coach one another not to retreat from conflict
Productive Conflict leads to commitment
16. III. Lack of Commitment
The lack of clarity or buy in that prevents team members from making
decisions they will stick to.
Cause number one: Consensus
Great teams achieve buy in even when complete agreement is
impossible
All views are considered but they rally around the decision
made by group
Impasses are resolved by leader
Cause number two: Certainty
A decision is better than no decision
Paralysis by analysis destroys team confidence
Conflict releases the group genius
17. Teams with a
Lack of Commitment
Create ambiguity among the team about direction and priorities
Watch windows of opportunity close due to excessive analysis and
delay
Breed lack of confidence and fear of failure
Revisits discussions and decisions again and again
Encourage second-guessing among team members
19. ATeam that Commits
Creates clarity around direction and priorities
Aligns the entire team around common objectives
Develops an ability to learn from mistakes
Takes advantage of opportunities before competitors do
Moves forward without hesitation
Changes direction without hesitation or guilt
20. Strategies to build a
Team that Commits
Review Commitments at the end of each meeting to
ensure all team members are aligned.
Cascading Messages--agreement on what was said and
what needs to be communicated.
Establish Deadlines and honor them
Adopt a “disagree and commit” mentality-- make sure
that all team members are committed regardless of initial
disagreements
21. IV. Avoidance of Accountability
The need to avoid interpersonal discomfort prevents team
members from holding one another accountable for their
behaviors and performance.
Great teams hold one another accountable--thus
demonstrating respect and have high expectations
Teams must have a strong sense of what is expected.
22. ATeam that avoids Accountability
Create Resentment among team members who have
different standards of performance
Encourages mediocrity
Miss deadlines and deliverables
Places an undue burden on the team leader as the sole
source of discipline
23. ATeam that holds one another
Accountable
Ensures that poor performers feel pressure to improve
Identifies potential problems quickly by questioning
one another’s approaches without hesitation
Establishes respect among team members who are
held to same high standards
Avoids excessive bureaucracy around performance
management and corrective action.
25. Strategies for overcoming
Avoidance of Accountability
Adherence to a few classic managerial tools
Publication of goals and standards
Clearly communicate goals and standards
of behavior.
The enemy of accountability is ambiguity
Regularly discuss performance verses
goals and standards
Simple and regular progress reports
A little structure is key
Team members should regularly
communicate with each
Team Rewards
Shift away from individual rewards--
(encourages the team to act.)
26. V. Inattention to Results
Pursuit of individual goals and personal status erodes the focus on
collective success.
Team stagnates / fails to grow
Rarely defeat competitors
Loses achievement-oriented employees
Encourages team members to focus on their own career and
individual goals
Team is easily distracted
28. Strategies for Overcoming:
Inattention to Results
Teams should focus is on Collective results
Retain achievement-oriented employees
Minimize individualistic behavior
Results:
Benefit from individuals who subjugate their own goals/
interest for the good of the team
Avoids distraction
29. The Leaders Role
One: Building Trust
Demonstrate Vulnerability First
Risk losing face
Do not punish vulnerability
Be genuine
Two: Reduce Fear Of Conflict
Avoid protecting team members
Mine for conflict
Do not take conflict off line
Adherence to schedule
30. The Leaders Role
Three: Expect Commitment
Be comfortable with prospect of a decision that could
turn out wrong.
Constantly push for group closure around issues
Adhere to set schedules
Four: Enhance Accountability
Allow team dynamics to work
Serve as the ultimate arbiter of discipline if the team
fails
Five: Focus on Results
Set the tone for results focus
Be selfless and objective
Reserve rewards and recognition for those who
make real contributions to team goals.