{"id":404,"date":"2012-09-10T08:30:31","date_gmt":"2012-09-10T08:30:31","guid":{"rendered":"http:\/\/www.clearbooksltd.com\/?p=404"},"modified":"2014-01-13T17:31:50","modified_gmt":"2014-01-13T17:31:50","slug":"the-five-dysfunctions-of-a-team","status":"publish","type":"post","link":"https:\/\/www.clearbooks.co.uk\/blog\/the-five-dysfunctions-of-a-team\/","title":{"rendered":"The Five Dysfunctions of a Team"},"content":{"rendered":"

Here is a quick summary of an interesting business book about teams –\u00a0The Five \u00a0Dysfunctions of a Team<\/a>.<\/p>\n

1. Absence of trust<\/h3>\n

The first dysfunction of a team is when team members are not comfortable being vulnerable, open and honest with one another.<\/p>\n

2. Fear of conflict<\/h3>\n

If there is no trust the next dysfunction of a team is a team that is not comfortable engaging in good, healthy conflict around ideas.<\/p>\n

3. Lack of commitment<\/h3>\n

If there is fear of conflict the third dysfunction is a team that\u00a0doesn’t commit to a decision. This is evident if the team keeps having the same debates over and over again.<\/p>\n

4. Unwillingness to hold one another accountable<\/h3>\n

A team needs peer to peer\u00a0accountability.<\/p>\n

If a team has committed to a decision, debated the decision with conflict and if the team trusts each other then the next dysfunction is not holding each other accountable.<\/p>\n

The team ducks the responsibility to call peers out on counterproductive behaviour.<\/p>\n

5. Inattention to results<\/h3>\n

The final dysfunction of a team is one in which team members focus on their own ego, budget, department or career and not the collective results of the team.<\/p>\n

Tackling the problem<\/h3>\n

For a team to start improving it all starts with the first dysfunction of a team. The team has to start trusting<\/strong> one another.<\/p>\n

If you are in a team which is dysfunctioning the solution to nipping office politics in the bud is to call it out, “that sounded pretty political” or, “that sounded passive aggressive”.<\/p>\n

Here is the author, Patrick Lencioni<\/a>,\u00a0summarising\u00a0his book.<\/p>\n

 <\/p>\n

References<\/h3>\n