The Five Dysfunctions Of A Team Summary

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For every organization to stand strong in what it believes, there should be a body that governs it. Every leader at any level has to be trustworthy. The people around them should have confidence in their leadership system because a leader of an organization is like the eyes of the body. Every team or organization should be built on trust and commitment because without trust and commitment of each member of a team, the team will collapse. This is what the author of The Five Dysfunctions of a Team is concentrating his point on in order to better every organization. The author, Patrick Lencioni, has experienced great success. He wrote eleven books and sold over five million copies, and his books were translated into more than thirty languages. The author is emphasizing the issues that will make a team come together and build a strong team. As he mentioned in The Five Dysfunctions of a Team, first, the absence of trust; in every team, there should be trust in order to achieve one common goal. For any team that lacks trust, it is difficult to accomplish their goal. In addition, teams experience fear of conflict. When a team fears conflict, it happens because there is lack of trust. Trust brings togetherness to a team. When there is trust, no one fears conflict because every member of the team works on the same understanding. Thirdly, lack of commitment: a team has to be very committed to one another. When a team has a commitment to the company, it makes the team strong. The fourth point is avoidance of accountability. Every member of a team has to be accountable to themselves. Without commitment, it is hard to hold each other accountable for any issues on the team; every member of a team has to be responsible. Lastly, inattention to results: every organization needs a result, as a result of growth in the company, not a personal ego but collectively. These are the five dysfunctions a team that wants to be successful has to focus on. Leaders should be able to bring their best and possible changes into the system of their organization to better the company, just like Kathryn, who does not have any experience in DecisionTech. As the company, DecisionTech is struggling over the time of who to lead them. The current
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