The 5 dysfunctions of a team Management Presentation

The FIVE DYSFUNCTIONS of a TEAMby PATRICK LENCIONI

Prashant Rajopadhye

Zahid Maqsood

Jean Pierre Clement

Miguel Edwards


Absence of Trust


Members of teams with an absence of trust…

-Conceal their weakness and mistakes from one another

-Hesitate to ask for help or provide constructive feedback

-Hesitate to offer help outside their own area of responsibility

-Fail to recognize and tap into one another’s skills and experience

-Hold grudges

-Dread meetings and find reasons to avoid spending time together


Overcoming absence of trust

• Personal Histories Exercise

• Team Effectiveness Exercise

• Personality and Behavioral Presence Profile

• 360- Degree Feedback

• Leader role


Members of trusting teams….-Admit weaknesses and mistakes

-Ask for help

-Take risk in offering feedback and assistance

-Appreciate and tap into one another’s skills and experiences

-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


Fear of Conflict

Absence of Trust


Teams that fear 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 the opinions and perspective of team members

• Waste time and energy with posturing and interpersonal risk management


Teams that engage in conflict ...

• Have lively, interesting meetings

• Extract and exploit the ideas of all team members

• Solve real problems quickly

• Minimize politics

• Put critical topics on the table for discussion


Overcoming Fear of Conflict…

• Acknowledge that conflict is productive, and that many teams have a tendency to avoid it.

• Mining Team Members must occasionally assume the role of a “miner of conflict” -- someone who extracts buried disagreements within the team and sheds the light of day on them.

• Ream-Time Permission Team members need to coach one another not to retreat from healthy debate. Remind them what they are doing is necessary.

• Other Tools Thomas-Kilmann Conflict Mode Instrument (TKI)


Lack of Commitment

Fear of Conflict

Absence of Trust


A Team that lacks commitment…

•Create ambiguity on direction and priorities

•Misses opportunity by too much analysis and delay

•Breeds lack of confidence and fear of failure

•Discusses and reviews decision again and again

•Encourage second guessing among team members


Teams that are committed…

• Have clear directions and priorities

• Are aligned around objectives

•Develop an ability to learn from mistakes

•Seize opportunities before the competition

•Moves forward without hesitation

•Changes direction without hesitation or guilt


Overcoming Lack of Commitment…

• Cascading messaging: reformulate action plan, communicate quickly and comprehensively, and align the meetings with each other

•Set and honor deadlines, including interim milestones.

•Contingency and worst case scenario analysis: remove the fear from mistakes

•Low-risk exposure therapy: practice quick decision making with limited analysis


Avoidance of Accountability

Lack of Commitment

Fear of Conflict

Absence of Trust


A Team that avoids accountability…•Creates resentment and different performance standards

•Encourage mediocrity

•Misses deadlines and deliverables

•Push all the burden of discipline to the leader


Teams that are committed…

• Ensure that poor performers feel pressure to improve

• Identify quickly problem by questioning one’s approach without hesitation

•Establish respect among the team who are held to the same standard

•Avoid excessive bureaucracy around performance management and corrective action


Overcoming Avoidance of Accountability…

• Publication of goals and standards: no one can ignore them and we know who is responsible for what

• Progress review simple and regular: team member should comment on their peer performance against objectives and standards

• Reward team instead of individuals

• Do not relegate accountability to consensus approach: shared team responsibility with individual responsibility


Avoidance of Accountability

Lack of Commitment

Fear of Conflict

Absence of Trust

Inattention to Results

Documents

The 5 dysfunctions of a team Management Presentation