The Five Dysfunctions of A Team
A Leadership Fable
Book - 2002 | 1st ed.
A leadership fable that is as compelling and enthralling as it is realistic, relevant, and practical.
In The Five Dysfunctions of a Team, Patrick Lencioni once again offers a leadership fable that is as captivating and instructive as his first two best-selling books, The Five Temptations of a CEO and The Four Obsessions of an Extraordinary Executive . This time, he turns his keen intellect and storytelling power to the fascinating, complex world of teams.
Kathryn Petersen, Decision Tech's CEO, faces the ultimate leadership crisis: Uniting a team in such disarray that it threatens to bring down the entire company. Will she succeed? Will she be fired? Will the company fail? Lencioni's utterly gripping tale serves as a timeless reminder that leadership requires as much courage as it does insight.
Throughout the story, Lencioni reveals the five dysfunctions which go to the very heart of why teams even the best ones-often struggle. He outlines a powerful model and actionable steps that can be used to overcome these common hurdles and build a cohesive, effective team. Just as with his other books, Lencioni has written a compelling fable with a powerful yet deceptively simple message for all those who strive to be exceptional team leaders.
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Add a CommentGreat book for anyone looking to build a cohesive leadership team in their organization. Simple concepts but his method of vulnerability-based trust, constructive conflict and focusing on team results rather than individual results are not easily achieved...especially if the leader of the team is not willing to go first! Must read for any leader.
A story narrative on building teams, which made a dry subject readable.
Business breakdown towards the end and elements that make a team work well together.
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.
Great teams are built on trust, healthy conflict, commitment, accountability, and results. Great book.
A quick, easy, and potentially life-changing read.
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.