BuildingBetter Teams Overcoming the 5 Dysfunctions Adapted from: Lencioni, P (2002). The Five Dysfunctions of a Team. San Francisco, CA: Jossey-Bass What is “Dysfunction”? dys·func·tion • noun • \(ˌ)dis-ˈfəŋ(k)-shən\ • The condition of having poor and unhealthy behaviors and attitudes within a group of people http://www.merriam-webster.com/dictionary/dysfunction The Five Dysfunctions of a Team 5 4 3 2 1 Inattention to Results Without accountability. there can be no commitment Fear of Conflict Without trust. there can be no accountability. there are no results. Avoidance of Accountability Without commitment. Lack of Commitment Without conflict. there can be no conflict. Absence of Trust . com/wp-content/uploads/2011/08/lucycharliefootball.The Absence of Trust http://www.shellierushingtomlinson.gif . Teams with a lack of Trust • Conceal their weaknesses and mistakes and manage their behaviors for effect • Hesitate to provide feedback. ask for or offer help outside their own areas of responsibility • Jump to conclusions about others without attempting to clarify them • Fail to recognize other’s skills and experiences and hold grudges • Avoid meetings and spending time together . and take risks • Appreciate and use one another’s skills and experiences • Accept questions and input about their areas of responsibility • Give one another the benefit of the doubt • Focus time and energy on important issues. not politics • Offer and accept apologies without hesitation • Look forward to meetings and other opportunities to work as a group http://www.integrity-apps. and ask for help.Teams that Trust • Admit mistakes.jpg . recognize weaknesses.com/stronger/wp-content/uploads/2012/12/fun-workplace. com/Portals/110248/images/blogs/3-sales-strategies-to-build-trust-09-20-2011.The Leader’s Role in Building Trust Tools • Personal Histories Actions • Lead by example • Team Effectiveness Exercises • Protect the team by accepting responsibility for team’s mistakes • Personality / Behavioral Preference Profiles • Focus on long term success • 360-degree feedback • Quickly resolve problems • Experimental Team Exercises http://www.jpg .jillkonrath. com/images/fight_in_verkhovna_rada/1.jpg .The Fear of Conflict http://englishrussia. Teams with a Fear of Conflict • Have boring meetings • Create environments where back-channel politics and personal attacks thrive • Ignore controversial topics that are critical to team success • Fail to tap into all opinions and perspectives of team members • Waste time and energy on posturing and interpersonal risk management http://loopofconfidence.jpg .com/wp-content/uploads/2010/04/Head-in-Sand-Afraid. Teams that Embrace Conflict • Have lively.rashanasoundessences. interesting meetings • Extract and exploit the ideas of all team members • Solve real problems quickly • Minimize politics • Put critical options on the table for discussion http://www.jpg .com/images/conflict_resolution_and_management. The Leader’s Role in Embracing Conflict Tools • Disagreement “Root Causing” Actions • Admit that it is ok to have conflict around ideas • Courage and Confidence • Personality / Behavioral Preference Profiles • Allow conflict resolution to occur naturally as often as possible • During conflicts. as an example . by maintaining focus on ideas • Engage in healthy conflict. remind team that it is healthy and necessary • Protect team members from harm. when necessary. bp.com/-BKjF0tTCKiU/UmDC9PZhclI/AAAAAAAABm0/fsKdsF8jL3U/s1600/the_commitment.jpg .blogspot.The Lack of Commitment http://2. ” -Roy H. that damns you to mediocrity. not a lack of talent.Teams with a Lack of Commitment • Create ambiguity about direction and priorities • Watch windows of opportunity close due to excessive analysis and second-guessing • Breed lack of confidence and fear of failure • Revisit discussions and decisions again and again “It is a lack of commitment. Williams . Committed Teams • Create clarity. and priorities • Align around common objectives • Develop an ability to learn from mistakes • Take advantage of opportunities before competitors • Move forward without hesitation • Change direction without hesitation or guilt . direction. jpg .files.The Leader’s Role in Generating Commitment Tools • Consistent Messaging • Contingency and Worst-Case Scenario Analysis • Delegation in Low-Risk Situations Actions • Create certainty through commitment to actions • Set clear deadlines • Push group for closure of issues • Adhere to accepted schedules • Visual management http://empowermarketinginsights.wordpress.com/2011/10/commitment. com/wp-content/uploads/2013/02/accountability-joke.jpg .The Lack of Accountability http://julettemillien. com/-JbqtrQRzW10/T--rLbmzi5I/AAAAAAAAGLA/nlis2znipxU/s1600/ID-10046198.jpg .blogspot.bp.Teams that Avoid Accountability • Create resentment among team members who have high standards of performance • Encourage mediocrity • Miss deadlines and key deliverables • Place burden on leaders to be the sole source of discipline http://1. ning.jpg .Accountable Teams • Ensure that poor performers feel pressure to improve • Identify potential problems quickly by questioning approaches without hesitation • Establish respect among team members who are held to the same high standards • Avoid excessive bureaucracy around performance management and corrective action http://api.com/files/D7OtuoxqP97ZvxJ06cDMOkt74wkL9fUd8pQPPBnzu0BE4fPEjfX5T*eGWUrz-tt4MDtM*F5HLG6Vt3cN63wwQ*h8dWZQO2XT/leadershipandaccountability. jpg .com/wp-content/uploads/2012/10/tshirt1.The Leader’s Role in Generating Accountability Tools • Public goals and standards • Simple and regular progress reviews • Team-based recognition Actions • Encourage and allow team to serve as the first and primary accountability mechanism • Serve as the ultimate arbiter of discipline when the team fails http://www.elliottcaras. Inattention to Results http://cdn.com/wp-content/uploads/2013/04/productivity-at-work-tips-social-media-distractions.jpg .arkarthick. Teams without a Focus on Results • Stagnate and fail to grow • Rarely defeat competitors • Lose achievement oriented employees • Encourage team members to focus on their own careers and individual goals • Are easily distracted https://encrypted-tbn3.gstatic.com/images?q=tbn:ANd9GcQYHOG6z8n_wWdxW1_2LXBdWNz2-st00c81xtOaQpM1gQpOSBAN7w . Teams that Focus on Results • Retain achievement oriented employees • Minimize individualistic behavior • Enjoy success and suffer failure acutely • Benefit from individuals who subjugate their own goals/interests for the good of the team • Avoid distractions . com/wp-content/uploads/2012/06/focus_results.flightschooltosuccess.The Leader’s Role in Focusing on Results Tools • Public Declaration of Results Actions • Set the tone for a focus on results by focusing on results • Results-based Rewards • Must be selfless and objective http://www.jpg . …team members trust each other enough …to engage in conflict over ideas …and hold each other accountable …for achieving collective results ...You’ve built a better team when. effectivemeetings.org/wiki/Ropes_course Disagreement “Root Causing” • • http://en.org/LeanPost/Posting.wikipedia.slideshare. standards.com/issues/20051101/1040487 -1.org/wiki/Strategic_communi cation • http://www.html .com/ 360-degree feedback • • http://en.org/wiki/360degree_feedback 3 types of Leadership (lead the way) Visual management • Team Exercises • • http://www.Tools for Leaders • Personal History Exercise • • • http://www.com/ Team-based recognition • http://www.wikipedia.enneagramworldwide.isixsigma.net/JoelWenger1/leaders hip-tools-personal-histories-20150615 Team Effectiveness Exercises Contingency/Worst-Case Scenario Analysis • • Delegation in Low-Risk Situations • • Personality/Behavioral Profiles • • • • • http://www.lean.edu/msloc/knowl edge-lens/stories/2011/team-basedrewards.cfm?Lea nPostId=220 Public goals.html Simple and regular progress reviews • • http://www.wikipedia.northwestern.com/toolstemplates/cause-effect/final-solution-rootcause-analysis-template/ Consistent Messaging • http://en.sesp. and declaration of results http://en.informationmanagement.org/wiki/Scenario_planning http://www.wikipedia. linkedin.twitter. Financial Blogger Trusted Advisor http://www.com/joelwenger http://www.com/in/jwenger/ .Joel Wenger Consulting Manager.
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