The Five Dysfunctions of A Team

The Five Dysfunctions of A Team

A Leadership Fable

eBook - 2002
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After her first two weeks observing the problems at DecisionTech, Kathryn Petersen, its new CEO, had more than a few moments when she wondered if she should have taken the job. But Kathryn knew there was little chance she would have turned it down. After all, retirement had made her antsy, and nothing excited her more than a challenge. What she could not have known when she accepted the job, however, was just how dysfunctional her team was, and how team members would challenge her in ways that no one ever had before. In this book, the author turns his keen intellect and storytelling power to the fascinating, complex world of teams. Kathryn Petersen, DecisionTech's CEO, faces the ultimate leadership crisis: uniting a team that is in such disarray that it threatens to bring down the entire company. Will she succeed? Will she be fired? Will the company fail? The author's story serves as a timeless reminder that leadership requires as much courage as it does insight. Throughout the story, he reveals the five dysfunctions that go to the very heart of why teams, even the best ones, often struggle. He outlines a powerful model and actionable steps that can be used to overcome these common hurdles and build a cohesive, effective team.
Publisher: San Francisco : Jossey-Bass, c2002
Edition: 1st ed
ISBN: 9780787962807
0787962805
Branch Call Number: DOWNLOADABLE E-BOOK
Characteristics: 1 online resource (ix, 229 p.) : ill

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kpelish
Jun 14, 2017

Lencioni writes an engaging case narrative that takes the reader through an outsider who uses her considerable leadership and coaching skills to resculpt a dysfunctional company—including self-soothing/reality check in the face of sometimes nasty pushback. His conceptual model (named the Five Dysfunctions Model) riffs off the familiar triangle of the Maslow hierarchy of needs; the leader has to patiently resolve each level before advancing to the next: (bottom to top) 5) Absence of Trust (corresponding Invulnerability); 4) Fear of Conflict (corresponding Artificial Harmony); 3) Lack of Commitment (corresponding Ambiguity); 2) Avoidance of Accountability (corresponding Low Standards); and 1) Inattention to Results (corresponding Status and Ego). Lencioni takes you through the internal thought process and actions of managing disruptive team members. Interestingly, the people you think are going to be fired have different fates. His wrap-up includes a questionnaire for evaluating a team’s health; he also takes the conceptual model and reframes it positively to show how a healthy team works:
1. They trust one another.
2. They engage in unfiltered conflict around ideas.
3. They commit to decisions and plans of actions.
4. They hold one another accountable for delivering against those plans.
5. They focus on the achievement of collective results.

j
jasonamcbride
Jun 01, 2017

Great teams are built on trust, healthy conflict, commitment, accountability, and results. Great book.

jasoneshoup Mar 24, 2017

A quick, easy, and potentially life-changing read.

s
Shamez Walji
Aug 04, 2012

Fairly good and easy read. You could easily finish this in a day :) (if you have time).

It is strikingly similiar to other books that the author has written.

If you would just like the core points the author has to say about teams flip to the last few pages of the book. Or you could just read the book :p.

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