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AS DIFFICULT as it is to build a cohesive team, it is not complicated. In fact, keeping it simple is critical, whether you run the executive staff at a multinational company, a small department within a larger organization, or even if you are merely a member of a team that needs improvement. In that spirit, this section is designed to provide a clear, concise, and practical guide to using the Five Dysfunctions Model to improve your team. Credits: Patrick Lencioni
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The FIVE Dysfunctions of a TEAM
Francesco Attanasio @LeanScrumMaster
THE FIVE DYSFUNCTIONS OF A TEAM
Introducing
A Leadership fable By Patrick Lencioni
The FIVE Dysfunctions of a TEAM
Not finance. Not strategy. Not technology.
It is teamwork that remains the ultimate competitive advantage, both because it is so powerful and so rare The FIVE Dysfunctions of a TEAM – Patrick Lencioni
The FIVE Dysfunctions of a TEAM
1st dysfunction of a Team – The Absence of Trust
The fear to be vulnerable with team members prevents the building of trust within the team
Vulnerability based trust. We have to help people get vulnerable
– “I’m sorry” – “I was wrong” – “I need your help”
Team members who are not genuin open with another about their mistakes and weakness make it impossible to build a foundation for trust
2nd dysfunction of a Team – Fear of conflict!
Conflict: the most important place for conflict to happen is in meetings
Teams that lack trust are incapable of engaging in unfiltered and passionate debate of ideas
3rd Dysfunction – Lack of Commitment The fear of being wrong prevents team members from making decisions in a timely and definitive way.
– How often do we fail to get real commitment from people?
– By not having conflict we are inviting them to passivity
4th Dysfunction – Avoidance of Accountability
Even the most focused and driven people often hesitate to call their peers on actions and behaviors that seem counterproductive to the good of the team
5th Dysfunction – Inattention to Results!
The desire for individual credit erodes the focus on collective success
People will pay attention to other results if you do not hold people accountable
Assess your Scrum Team
The primary purpose of Team assessment is to provide you with a sense of your team’s unique strengths and areas for improvement.
For a more accurate and holistic analysis, encourage your entire team to complete the Assessment.
While the assessment itself provides an interesting perspective, its most important aspect is the discussion it may provoke around specific issues
Team Effectiveness
Exercise
Personal Histories Exercise
Personality and Behavioral
Preference Profile
360 Degree Feedback
Experiential Team Exercises
Suggestions for Overcoming Absence of Trust
ContactS Francesco Attanasio Mail: [email protected] Twitter: @LeanScrumMaster