The Five Dysfunctions Of A Team

This leader has 3 distinctive qualities that have given him the abilities to do magnificent things. The first quality is his ability to make decisions. “Decision-making leaders are leaders are leaders who solve problems by making good decisions that result in lasting solutions” (Borek, Lovett, & Towns, 2005). I have seen him make very hard decisions, some decisions he has made I didn’t

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.

She is expected to build a system that demonstrates trust, understands conflict, commits to collective decision making, and have the ability to hold one another accountable for the betterment of the company. Furthermore, Lencioni incorporates his real life theory the five dysfunctions of a team, into the fable in hopes to persuade the reader to use his methods in real world scenarios. Moreover, Lencioni then describes the five levels of dysfunctions in depth supporting his stance that teamwork is the most important aspect of any successful business. “Teamwork comes down to the mastering of set behaviors that are once theoretically uncomplicated, trust.” (Lencioni, 2002, pg. 21) Furthermore, inspiring the first team dysfunction in absences of trust. The absence of trust ultimately stems from a team being unable to open up to one another about their strengths and weaknesses. “Trust is the foundation of real teamwork and failure also referring the failure on the part of the team members to open up to one another.” (Lencioni, 2002, pg. 42) Furthermore, supporting the authors purpose of the fable, in which is, success depends being committed to enforcing

In healthcare settings a multidisciplinary team (MDT) approach is required to provide a safe and quality holistic care for patients. To achieve this, the different healthcare professionals must work together in order to achieve their goals and promote patient safety. This assignment aims to explore the importance of team work in healthcare. In addition it will consider the qualities and behaviours of a team leader as well as the team behaviours necessary for effective team performance.

This paper will explore how people within the National Football League (NFL) interact with each other to reach their goals as a team, and an organization as a whole. Sports teams are defined as two or more individuals who possess a common identity, have common goals and objectives, share a common fate, exhibit structured patterns of interaction and modes of communication, hold common perceptions about group structure, are personally and instrumentally interdependent, reciprocate interpersonal attraction and consider themselves to be a group (Group Dynamics, 2004). There are many people

running one group for six months or longer seems quite exorbitant! The theme of this book was based on an organizational approach to effective team building skills. The fable began by giving a brief background of the cooperation, DecisionTech, Inc. which was what this story was centered around. There was a new CEO, of the corporation, Kathryn, and her main task was to create effective teamwork among her staff who were the key leaders of this company. After observing the interaction and dialogue of all team members for several weeks, she finally decided to call an off-site meeting and invited her staff members to attend. The meeting was to take place just far enough to where

Avoidance of accountability – with no commitment team member have a hard to calling others out, when their action are not productive.

The final aspect of a dysfunctional team was the avoidance of accountability. In the book it was said that teams setting low standards for one another are less likely to be accountable. If they set high standards, teams are more willing to hit bench marks. I found this concept to be very intriguing

Within the book “The 5 Dysfunctions of a Team” author Patrick Lencioni highlights the five different dysfunctions that have arose in the workplace and what exactly each of them mean on a deeper level. The five levels include absence of trust, fear of conflict, lack of commitment, avoidance of accountability and inattention to results. Trust is one of the most important areas to success within a company, and absence of trust is extremely common in many team situations. Many members of a team are unable to fully show their strengths and weaknesses or allow themselves to be vulnerable with one another.

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.

Jeff is able to articulate a vision depicting where he wants his organization or team to be. During earlier business project failures Jeff remained calm and

Team C’s personalities are mainly made up of who we are as individuals, and the way we are perceived by everyone else. Personality traits are specialized characteristics that an individual has, which together form a personality (The Lists, 2013). They can be both positive and negative, although judgment of that can be a matter of opinion. Personality traits are things used to describe an individuals behavior as well as a means of measurement in modern psychology. The Big Five are specific traits that are used to describe the human personality. The concept of the Big Five is from the work of Costa and McCrae and since 1992 has become one of the best methods for understanding the

The dynamics of a team relies heavily on the interaction of team members during times of conflict not just during times of agreement. Often groups seek to achieve a cohesive relationship in an effort to unite the team towards its goals. Group members can make the mistake of subverting conflict in an attempt to maintain this team unity. Conflict serves a valuable role in effective group interactions that must be understood by participants of a team. An examination into the characteristics of conflict and cohesion and the relationship between the two dynamics can provide perspective to

Conflict is inevitable and at times stimulates beneficial or creative thinking. Often conflict is a signal that people are miscommunicating and making different assumptions about what has gone unspoken. The conflict in itself is not the problem. It is the team’s reactions to it that determines the impact, thus causing it to be a negative experience. Conflict or divergence can be destructive or it can be constructive. It is up to the people involved in the conflict to manage the outcome. This gives them an opportunity to articulate their assumptions and figure out a way to come to agreement. In a learning team situation, conflict can arise when the original agreement to work together does not address