The Five Dysfunctions of A Team

The Five Dysfunctions of A Team

A Leadership Fable

eBook - 2002
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In The Five Dysfunctions of a Team Patrick Lencioni onceagain offers a leadership fable that is as enthralling andinstructive as his first two best-selling books, The FiveTemptations of a CEO and The Four Obsessions of anExtraordinary Executive . This time, he turns his keen intellectand storytelling power to the fascinating, complex world ofteams.

Kathryn Petersen, Decision Tech's CEO, faces the ultimateleadership crisis: Uniting a team in such disarray that itthreatens to bring down the entire company. Will she succeed? Willshe be fired? Will the company fail? Lencioni's utterly grippingtale serves as a timeless reminder that leadership requires as muchcourage as it does insight.

Throughout the story, Lencioni reveals the five dysfunctions whichgo to the very heart of why teams even the best ones-oftenstruggle. He outlines a powerful model and actionable steps thatcan be used to overcome these common hurdles and build a cohesive,effective team. Just as with his other books, Lencioni has writtena compelling fable with a powerful yet deceptively simple messagefor all those who strive to be exceptional team leaders.
Publisher: San Francisco : Jossey-Bass, c2002
Edition: 1st ed
ISBN: 9780787960759
Branch Call Number: E-BOOK
Characteristics: ix, 229 p. : ill. ; 22 cm
Additional Contributors: Safari Books Online (Firm)


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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.

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.

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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