Dysfunctions Of A Team, Results, And Recommendations Essay

People work in groups or teams everyday whether in their career, education, political organization, church, or any other social setting. Conflict while working in teams or groups is inevitable. When taking people of different backgrounds, personalities, moral, and ethical beliefs and putting them together in a group, conflict will arise. The key to achieving your team goals is to construct and conquer your goals with keeping the greater good of the team in mind. Conflict as it arises should be combated and abated through swift and thorough resolution techniques. When dealt with properly conflict resolution can give rise to a cohesive and productive team.

The Five Dysfunctions of a Team by Patrick Lencioni is a leadership fable centered on a fictitious up and coming technology firm called DecisionTech. DecisionTech located outside of Silicon Valley. Patrick Lencioni used this fictitious technology firm and its executive team, also known as “The Staff,” with very diverse characteristics to explain his five dysfunctions of a team. In addition to how each of the dysfunctions can hurt not only the team but also the company.

Throughout the beginning of the book ‘The Five Dysfunction of a Team” by Patrick Lencioni it was apparent that the DecisionTech, Inc. executive team was not a team at all. This group of individuals lacked some of the key attributes that make great teams. One of the most important attributes that was being neglected was that the executive group did not have interdependent members. This attribute was highlighted in the beginning of the book when the author said “Backstabbing among the executives had become an art. There was no sense of unity or camaraderie on the team, which translated into a muted level of commitment” (7). Due to the executive teams lack of interdependence, critical deadlines began to slip and morale deteriorated.

Reflecting on experience is an important capability for an individual to be able to move forward. As (SOURCE) said, “(CONTEXT”). Moreover, individuals ought to be able to work not only individually, but also to work together in a group. Working with other people, especially whom you have not known is not as easy as it seems. In fact, it is quite difficult to develop an effective team. Through this reflection essay on the group presentation that I did last Monday, I have become more aware of useful strategies to deal with issues and understand what could be improved for future presentations. Developing teamwork skills is am important benefit for me as future professional workers.

Reid Hastie, in his book “Wiser,” discusses many of the common points of how groups succeed and fail mainly due to group think. Throughout his years of research, he found a number of attributes that effective teams have in common. From his book, we have extracted ten important lessons that we believe are the most important for teams to learn and implement to be high performing. These findings also relate to the “5 Dysfunctions of a Team” that are outlined by Patrick Lencioni. Teachings taken from “Wiser” are symptoms, or indicators, of dysfunctions within a team, and many of his solutions help teams to overcome certain dysfunctions.

| The key features of an effective team performance are: * Leaders who are hands-on, who unite their staff behind a shared purpose, and who are transparent and open in their expectations and pursuit of excellence. * Clarity of vision, which is absolutely focused on the experience

The Five Dysfunctions of a Team: A Leadership Fable by Patrick Lencioni is a realistic fictional story that focuses on a real-world scenario focused on the importance of team building skills. In the story, a relatively young, yet successful company recruited a new CEO. Recently the company was falling into decline, apparently by the dysfunctions of the executive team. The

Characteristics of effective teamwork include clear purpose, informality, participation, listening, civilized disagreement, consensus decisions, open communication, clear roles and work assignments, shared leadership, external relations, style diversity, and self-assessment. (p. 307), and high performance teams have attributes which includes participative leadership, shared responsibility, aligned on purpose, high communication, future focused, focused on task, creative talents, and rapid response. (p. 323)

This fable was a great way to promote the importance of a team and its functions. This book had many highlights throughout the context and I would highly recommend it to leaders of a corporation or of that of a team like setting. This book offered many great implications of the model and how to use it in many diverse settings when trying to build and manage successful teams.

In his book The Five Dysfunctions of a Team, recognized analyst Patrick Lencioni (2002), employs the literary style of injecting tales to stretch out a down to earth message of the rights and wrongs of group leaders. Lencioni believes there are five dysfunctions at the focal point of why teams often fall short. Lencioni illustrates, through his fable, the common barriers presented, a dynamic model, and active steps that can be used to build an effective and powerful group.

After reading The Five Dysfunctions of a Team by Pat Lencioni, discussing the function of effective teams in class, and completing various team building exercises, I have developed a much better understanding of the importance of a proper team in a business setting and how good team work can produce more efficient and productive results.

If we were randomly asked to define the word “team” many of us would have numerous variations of this multifaceted word; some would proclaim it means helping others, backing one another while others might define it as unanimity or culpability. The French associate the word team, with the slogan “Esprit de corps” a majestic word that was adopted by the United States Marine Corps. This matchless catchphrase means: “a sense of unity, of enthusiasm for common interests and responsibilities.” As early as childhood it has been ingrained into us that teamwork is congenial and effortlessly achieved. When in fact it wasn’t until society was introduced to Overcoming the Five Dysfunctions of a Team, written by Patrick Lencioni, did civilization start to realize that teamwork is hard to measure and even harder to achieve because the has been loosely used as well as misinterpret. Lencioni understands that teamwork is a difficult thing to measure and achieve, his book reminds us that the power that comes from teamwork cannot be denied. It would be hypothesized that through the authors’ comprehensive exploration and methodical examination, he reveals ways for civilization to comprehend the term as well as employ each other successful; conversely this can’t be done until the dysfunctional factor is properly identified and controlled. Hence the reason for his in-depth plunge in explaining the five dysfunctions and method that can be utilized by teams to overcome the dysfunctionalities.

Byrd, J. T., & Luthy, M. R. (2010). Improving group dynamics- Creating a team charter. Academy of Educational Leadership Journal, 14(1), 13–26

Effective teamwork begins with the collaboration of a variety of people from different cultures. Each member has to be courteous to his or her teammates and respect the views of one another. All participants must be willing to share their ideas, but remain open-minded, while listening to others express their ideas and opinions even though they may be different from our own. An open-minded teammate can effectively criticize, critique, or expand through discussion of ideas or views that are presented.

Conflict Resolution as a Key to a Successful Team Team conflict is difficult to avoid when two or more people are forced to make a unanimous decision on an issue. Numerous factors contribute to how people think, and when people don't think alike an aurguement is inevitable. Conflict can result in a negative experience if the team members are unable to resolve issues due to incompatible ideas, but can be turned into a positive experience by following a process designed to address and resolve each level of the dispute. The three key points that can be derived from Capozzoli's article are (1) that conflict is inevitable when two or more people are working together; (2) that conflict can be either