Transcript Fundamental #4 Embracing Accountability

Build Teams that Pull Together
Not Apart:
An overview of the Five dysfunctions
of Teams
TLC Conference
March 2010
Agenda
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Welcome
Difference between a group and a team
Warm up activity
Overview of the five dysfunctions and
strategies for preventing / addressing them
• Next steps – Team Assessment
Team
• Any group of people with a common goal
and ownership of shared responsibility in
achieving that goal.
(ACT Inc. )
Warm up Activity
• Exploring Team Dysfunctions
Overview of the Dysfunctions
Lencioni, Patrick. The
Five Dysfunctions of a
Team, Facilitator’s
Guide. Jossey-Bass,
2007.
Building Trust
Lencioni, Patrick. The
Five Dysfunctions of a
Team, Facilitator’s
Guide. Jossey-Bass,
2007.
Dysfunction # 1
Absence of Trust
Building Trust
• Trust is the foundation of teamwork
• Building trust takes time
• Trust must be maintained over time
Members of Teams that Lack Trust
• Conceal their weaknesses and mistakes
from one another
• Hesitate to ask for help or provide
constructive feedback
• Hesitate to offer help outside their own
areas of responsibility
• Jump to conclusions about the intentions
and aptitudes of others without attempting
to clarify them
Members of Teams that Lack Trust
• Fail to recognize and tap into one
another’s skills and experiences
• Waste time and energy managing their
behaviours for effect
• Hold grudges
• Dread meetings and find reasons to avoid
spending time together
Strategies For Building Trust
Mastering Conflict
Lencioni, Patrick. The
Five Dysfunctions of a
Team, Facilitator’s
Guide. Jossey-Bass,
2007.
Dysfunction # 2
Fear of Conflict
Fear of Conflict
• Productive ideological conflict versus
destructive fighting and internal politics
• Good conflict is about unfiltered,
passionate debate around issues
• Conflict norms must be clear
• Purpose of productive conflict is to:
– produce the best possible solution
– discuss and resolve issues more quickly and
completely
Teams That Fear Conflict
• Create environments where back channel
politics , personal attacks and harassment
thrive
• Ignore controversial topics that are critical
to team success
• Fail to tap into all the opinions and
perspectives of team members
• Waste time and energy revisiting issues
Strategies
Achieving Commitment
Lencioni, Patrick. The
Five Dysfunctions of a
Team, Facilitator’s
Guide. Jossey-Bass,
2007.
Dysfunction # 3
Lack of
Commitment
Achieving Commitment
• Great teams make clear and timely
decisions and move forward with
complete buy-in
A Team That Fails to Commit
• Creates ambiguity among the team about
direction and priorities
• Spends too much time doing analysis and
delay making decisions
• Breeds lack of confidence and fear of
failure
• Revisits decisions again and again
• Encourages second-guessing among
team members
Strategies
Embracing Accountability
Lencioni, Patrick. The
Five Dysfunctions of a
Team, Facilitator’s
Guide. Jossey-Bass,
2007.
Dysfunction # 4
Lack of
Accountability
Embracing Accountability
Accountability:
The willingness of team members to
remind one another when they are not
living up to the standards of the group.
A Team That Avoids
Accountability
• Creates resentment among team
members who have different standards of
performance
• Encourages mediocrity
• Misses deadlines and key deliverables
• Does not hold each other accountable.
Strategies
Focusing on Results
Lencioni, Patrick. The
Five Dysfunctions of a
Team, Facilitator’s
Guide. Jossey-Bass,
2007.
Dysfunction # 5
Inattention to
Results
Focusing on Results
• Great teams accomplish the results they
set out to achieve
• Team members must prioritize the team’s
collective results over individual results
• Teams must publicly clarify desired results
and keep them visible
A Team That is Not Focused on
Results
• Stagnates / fails to grow
• Loses achievement-oriented members
• Is easily distracted
Strategies
Team Assessment
“Coming together is the beginning.
Keeping together is progress. Working
together is success.” Henry Ford
Lencioni, Patrick “Conquer Team Dysfunction,” The Power Within, November
2005