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Five Dysfunctions of a Team. Why are teams important? What do teams look like?. What makes teams “tick”? When can this model be used?. The Dysfunction Model. Absence of Trust--Invulnerability. Trust is…. Willingness to admit weaknesses and mistakes Ask for help

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slide2

Why are teams important?

What do teams look like?

What makes teams “tick”?

When can this model be used?

the dysfunction model
The Dysfunction Model

Absence of Trust--Invulnerability

trust is
Trust is…
  • Willingness to admit weaknesses and mistakes
  • Ask for help
  • Accept questions and input about their areas of responsibility
  • Give one another benefit of doubt before arriving at conclusion
  • Take risks
  • Focus time and energy on important issues, not politics
  • Look forward to meetings as opportunities to work with team
  • Lencioni, Patrick. The FIVE Dysfunctions of a TEAM, Jossey-Bass Publisher, San Francisco, CA., 2002, pg.197.
the model
The Model

Fear of Conflict—Artificial Harmony

Absence of Trust--Invulnerability

conflict
Conflict
  • Imperative to meet conflict “head on”. Any avoidance causes team deterioration.
  • Acknowledging conflict is healthy and the first step to working as a team.
  • Team members need to know that conflict is necessary and coach each other to keep conflict going until resolved
  • During a meeting where conflict occurs, team lead needs to remind others that this conflict is healthy and necessary!
  • What situation has occurred recently that conflict was an issue or should have been?
the model1
The Model

Lack of Commitment--Ambiguity

Fear of Conflict—Artificial Harmony

Absence of Trust--Invulnerability

commitment
Commitment
  • Clarity and buy-in are two functions that must happen every time.
  • Consensus—all ideas must be heard and considered before this can be effective
  • Certainty—unity behind decisions yet little assurance about clarity and buy-in—used when consensus not possible
  • Important—conflict underlies the willingness tocommit without perfect information
commitment is
Commitment is….
  • Clarity around directions and priorities
  • Alignment of entire team around common objectives
  • Developing an ability to learn from mistakes
  • Taking advantage of opportunities before competitors do
  • Moving forward without hesitation
  • Changing direction without hesitation or guilt
the model2
The Model

Avoidance of Accountability

—Low Standards

Lack of Commitment--Ambiguity

Fear of Conflict—Artificial Harmony

Absence of Trust--Invulnerability

accountability
Accountability
  • Peer Pressure is the most effective and efficient means of keeping high standards.
  • Defined as willingness to call their peers on performance or behaviors that might hurt the team
  • Ways to assist: publish goals and standards for all to see; frequent progress reports; team rewards
team members hold each person accountable so that the team
Team members hold each person accountable so that the team
  • Ensures that poor performers feel pressure to improve
  • Questions each other without hesitation to confirm goals and path
  • Holds high standards for all persons to reach goal
  • Reach goal(s) through total team effort.
the model3
The Model

Inattention to results—

Status and Ego

Avoidance of Accountability

—Low Standards

Lack of Commitment--Ambiguity

Fear of Conflict—Artificial Harmony

Absence of Trust--Invulnerability

results
Results
  • This is the ultimate dysfunction: ego and individual growth and status
  • The established goals and standards must be the focus. It is not the individual, department, group BUT the team that succeeds.
results activity
Results Activity

Create a chart with three columns:

  • Great Things we have done AS A TEAM!
  • Things we have done we NEVER want to do again!!
  • Things we have not done that we want to do!!!
focusing on results causes a team to
Focusing on results causes a team to….
  • Have all persons achievement oriented.
  • Totally eliminates egos and status seekers
  • Celebrates successes and rethinks failures for good of team
  • Keeps distractions to a minimum with ideal elimination of distractions.
result focus on
Result focus on. . .
  • Achievement oriented employees
  • Avoids distractions
  • Keeps the TEAM together with the “I”.
  • Minimizes individual behaviors.
the role of the leader
The Role of the Leader. . .

 to model the behavior, and to set up a structure to facilitate the behavior. An example of modeling a behavior would be to show one’s willingness to be vulnerable, to model Trust. An example of setting up a structure to facilitate a behavior would be to go around the table in a meeting to give each person a chance to state concerns, to facilitate Commitment. 

.

reflections
Reflections
  • Trust—What did we learn?
  • Conflict—Did we resolve any conflicts? Are we adjusting our schedules? When will we cross the hall and communicate?
  • Commitment—What are we committed to doing?
  • Accountability—Who will lead the standards?
  • Results—There is no “I” in TEAM!!!