Tracy's The Five Dysfunctions Of A Team

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.

“Team Spirit” written by famous American novelist Donna Tartt, is a captivating and reflective record of her which depicts a normalised portrayal of the issues of inequality and injustice through the writer's experience as a freshman cheerleader in the 1980’s. The writer makes a valid comparison of her experience of being a cheerleader to being a citizen of AirStrip One in 1984. This text offers a lens into the dynamics of inequality as we see that behind the seemingly glamorous facade of cheerleading and normal life, complex webs of social and economic categorisation arise, which act as a microcosm for larger societal issues. The text begins with “The year I was a freshman cheerleader, I was reading 1984”. Starting with this declarative statement

Team members need to know that problems encountered can also be used as a teaching tool and their input is , damages for mistakes that have been made. Everyone makes mistake and staff need to feel that they won’t be punished, but if they are held accountable that the discipline be done quickly so they are not walking around with a feeling of impending doom. All staff at some point will have corrective action, but it needs to be fair and a teaching plan must be done.

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

The team meets weekly to discuss HCO affairs. The HCO is a part of a national learning community; Bert Nash is one of seventeen sites across the country, mostly in mental health. Bert Nash is working with the national counsel, digging into everything that they do.

There will always be different opinions and disageements with team members. The best way to deal with disagreements is to know what each team member role is, and to have a plan put in place to deal with any disagreements. The first metod would the four main stages of team development. Forming, Storming, Norming, and Performing. Later a fifth stage of Adjourning/Transforming can be added. The forming is the initial phase of team building, members are ambiguous about their roles, rules, norms, and expectations from them (Kumar, 2014). Also, the next step is, storming where members tend to get into competitiveness, defensiveness, protectiveness, and conflict over roles and personalities; members may become critical of the leader and of each other (Kumar, 2014). Also, in norming members get to know each other, agree on the norms, working styles and systems to follow (Kumar, 2014). In performing the teams works with positive and inspired attitude to accomplish their goals. Finally, in adjourning, after completion of the team tasks, members bring a sense of closure and a connection between members (Kumar, 2014). The second building method would be Mentoring and coaching skills are a must for leaders and managers. Furthermore, in

In many aspects of life, it is essential that you work with other individuals as a team. You can work in a team whether it is school, work, or your personal life. This year I started working for Inner City Education Foundation public charter schools, specifically ICEF Inglewood Elementary Academy. The school has approximately 40 staff members that were all placed together by the director of the school. There are multiple classifications at my job such as instructional assistants, teachers, office staff, intervention specialists, operations, and janitors, but we all operate as one unit. Through the five stages of team development, our team developed and continues to develop into a successful team.

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

In the past six year the dynamics of the school has change slightly due to new administration but has become stable in the past two years. The Political Frame can be associated with members the School Leadership Team (SLT). They collaborate in the decision making for the school. They use different methods such as persuasion, negotiation and coercion to achieve what they believe are the best decisions for the school. However, once you enter this group there is an unspoken code that you adhere to as a

Groups and teams are essential to current business objectives, so understanding how groups form and operate is a major focus of study in Organizational Behavior. The film Remember the Titans supplies a useful example for studying the life cycle of a group, as well as how external pressures can affect group formation and performance, both positively and negatively. Using details from the Titans growth and performance, we will discuss how conflicts affected the team, the effect of leadership on the group, the advantages and disadvantages of the particular demographic circumstances on the formation of the Titans, and how the team followed the general progression through the stages of group

I hear the frustration in your words as you describe the dynamics of your day-to-day interactions with your co-workers, and the struggles that you have as you work to balance your responsibilities with the conflicting needs of your principal and staff. I am reminded of the concept of a covenant that we began studying earlier in the course, and the value that it could bring if established in the workplace. Additionally, having an environment that is safe to openly have sometimes-difficult conversations, but with the expectation that those conversations will produce positive actions is instrumental to achieving higher levels of job satisfaction.

Following spring break, varsity team members became unhappy and critical of one another. These behaviors were an early indication of a lack of trust needed to be addressed immediately. Trust is paramount in crew. It is important for team members to trust others to correct mistakes, allowing the boat to regain balance and maximum speed (Snook & Polzer, 2004). The early lack of trust among Varsity team members later resulted in a fear of conflict, lack of commitment, avoidance of accountability, and inattention to results by team members. This was verified by a diagnostic tool described Lencioni’s book The Five Dysfunctions of a Team. In order to have been successful, the Varsity team would have to trust one another, engage in unfiltered conflict around team issues, commit to decisions and plans of action, hold one another accountable, and focus on the achievement of collective results (Lencioni, 2002).

Fear of conflict – with no trust leaves the team incapable to engage in debate of ideas. Leaving the team to never truly engage without holding back.

Part C: Communication is a large part at my particular site, there is open communication between all staff members and I frequently view the clarity and openness staff members share with one another. If there is an issue within the classroom, teachers will either address it among themselves or bring it up to the director. Their issues are always resolved and solutions are found. The teacher who I am interning with in particular (I will further address her as Teacher N), has no issues voicing her opinion. If she does not agree with something she brings it up in an appropriate manner and it is address. Within my time at PRAB Raritan Gardens, I have not witness any conflicts between staff members. As stated above, from what I’ve witnessed everyone is very vocal about their opinions, while at the same time everyone is also very willing to help each other. An example of which is if a classroom has a particularly difficult child, teachers do not view this as that specific teacher’s child to handle. If someone is able to offer help, either by bringing the child within their classroom to settle him or her down or even offering to help a child if they have a better ability to do so, they will. An example of which was a time Teacher N had helped the teacher adjacent to her classroom with a child who was bilingual, although the child did speak English he was better at speaking his native tongue, Hindi. The teachers in that classroom both do not speak Hindi, but Teacher N did because

I've been thinking about all the changes taking place in our department and across campus that may or may not affect some of the things we currently doing. However, to stay a head of the changes I would like for us to start working as a cohesive group to address issues we have within our team and the office so we can best serve our students. We are doing great work but I want to continue to improve on the things we are doing. When I start two years ago I made serve changes after observing for a few months that enhanced our students experience as a Cornerstone student and helped to hold them accountable for their learning. Those changes worked well for old Cornerstone. Now with a new crew finally in place and the increase in students