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- Herausgeber: John Wiley & Sons
- Kategorie: Fachliteratur
- Serie: J-B Lencioni Series
- Sprache: Englisch
- Veröffentlichungsjahr: 2010
Practical exercises and hands-on tools to bring to life the timeless advice found in the author's best-selling book, The Five Dysfunctions of a Team In the years following the publication of Patrick Lencioni's best seller, The Five Dysfunctions of a Team, fans have been clamoring for more information on how to implement the ideas outlined in the book. In Overcoming the Five Dysfunctions of a Team, Lencioni offers specific, practical guidance for overcoming the five dysfunctions, using tools, exercises, assessments, and real-world examples. He examines questions that all teams must ask themselves: Are we really a team? How are we currently performing? Are we prepared to invest the time and energy required to be a great team? Written concisely and to the point, this guide gives leaders, line managers, and consultants alike the tools they need to get their teams up and running quickly and effectively.
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Table of Contents
Cover
Title
Copyright
Dedication
WHY A FIELD GUIDE?
SECTION ONE: Getting Clear on the Concept
THE CASE FOR TEAMWORK
A QUICK OVERVIEW OF THE MODEL
TWO IMPORTANT QUESTIONS
SECTION TWO: Overcoming the Five Dysfunctions of a Team
OVERCOMING DYSFUNCTION #1
BUILDING TRUST
TOOLS AND EXERCISES
KEY POINTS-BUILDING TRUST
OVERCOMING DYSFUNCTION #2
MASTERING CONFLICT
TOOLS AND EXERCISES
KEY POINTS-MASTERING CONTLICT
OVERCOMING DYSFUNCTION #3
ACHIEVING COMMITMENT
TOOLS AND EXERCISES
KEY POINTS-ACHIEVING COMMITMENT
OVERCOMING DYSFUNCTION #4
EMBRACING ACCOUNTABILITY
TOOLS AND EXERCISES
KEY POINTS-EMBRACING ACCOUNTABILITY
OVERCOMING DYSFUNCTION #5
FOCUSING ON RESULTS
TOOLS AND EXERCISES
KEY POINTS-FOCUSING ON RESULTS
SECTION THREE: Answering Questions and Anticipating Problems
COMMON QUESTIONS
OBJECTIONS FROM PARTICIPANTS
OBSTACLES TO AVOID
SECTION FOUR: Building the Team
TEAM-BUILDING ROAD MAP
TIME LINE
THE INITIAL OFF-SITE
TOOLS AND EXERCISES IN DETAIL
PRELIMINARY WORK
PRELIMINARY WORK
TEAM ASSESSMENT
INDIVIDUAL SCORING
BUILDING TRUST
MASTERING CONFLICT
ACHIEVING COMMITMENT
EMBRACING ACCOUNTABILITY
FOCUSING ON RESULTS
FOLLOW-UP
GLOSSARY OF TERMS
RESOURCES
ACKNOWLEDGMENTS
ABOUT THE AUTHOR
Advertisement
End User License Agreement
Guide
Cover
Table of Contents
Begin Reading
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Overcoming the Five Dysfunctions of a Team
A FIELD GUIDE
FOR LEADERS, MANAGERS, AND FACILITATORS
PATRICK LENCIONI
Copyright © 2005 by Patrick Lencioni. All rights reserved.
Published by Jossey-Bass
A Wiley Brand
One Montgomery Street, Suite 1200, San Francisco, CA 94104-4594 www.josseybass.com
No part of this publication may be reproduced, stored in a retrieval system, or transmitted in any form or by any means, electronic, mechanical, photocopying, recording, scanning, or otherwise, except as permitted under Section 107 or 108 of the 1976 United States Copyright Act, without either the prior written permission of the publisher, or authorization through payment of the appropriate per-copy fee to the Copyright Clearance Center, Inc., 222 Rosewood Drive, Danvers, MA 01923, 978-750-8400, fax 978-646-8600, or on the Web at www.copyright.com. Requests to the publisher for permission should be addressed to the Permissions Department, John Wiley & Sons, Inc., 111 River Street, Hoboken, NJ 07030, 201-748-6011, fax 201-748-6008, or online at http://www.wiley.com/go/permissions.
Limit of Liability/Disclaimer of Warranty: While the publisher and author have used their best efforts in preparing this book, they make no representations or warranties with respect to the accuracy or completeness of the contents of this book and specifically disclaim any implied warranties of merchantability or fitness for a particular purpose. No warranty may be created or extended by sales representatives or written sales materials. The advice and strategies contained herein may not be suitable for your situation. You should consult with a professional where appropriate. Neither the publisher nor author shall be liable for any loss of profit or any other commercial damages, including but not limited to special, incidental, consequential, or other damages.
Readers should be aware that Internet Web sites offered as citations and/or sources for further information may have changed or disappeared between the time this was written and when it is read.
Jossey-Bass books and products are available through most bookstores. To contact Jossey-Bass directly call our Customer Care Department within the U.S. at 800-956-7739, outside the U.S. at 317572-3986, or fax 317-572-4002.
Jossey-Bass also publishes its books in a variety of electronic formats. Some content that appears in print may not be available in electronic books.
Library of Congress Cataloging-in-Publication Data
Lencioni, Patrick, 1965-
Overcoming the five dysfunctions of a team : a field guide for leaders, managers, and facilitators / Patrick Lencioni.— 1st ed.
p. cm.
Includes bibliographical references.
ISBN 0-7879-7637-7 (alk. paper)
1. Teams in the workplace. I. Title.
HD66.L457 2005
658.4’022-dc22
2004025529
This book is dedicated to our Table Group clients—who make all of this possible and whom we appreciate more than we can say
WHY A FIELD GUIDE?
A year after The Five Dysfunctions of a Team was published, I received the welcome news that sales figures had exceeded initial expectations. That was good. But I had been warned that those numbers might begin to tail off in year two, and so, like most authors, I just hoped they wouldn’t drop too drastically.
Well, you can imagine how pleasantly surprised I was to learn that instead of decreasing, sales of the book actually increased during the next twelve months. That was great.
But something else happened that I hadn’t exactly expected; inquiries to my consulting firm, The Table Group, grew faster than we could have imagined, with readers calling to find out how they could better understand and implement the concepts in the book.
As wonderful as that may sound, it quickly became apparent to us that we could not help even a fraction of the readers who called us, and as a result, some of them might not feel comfortable diving into the process of improving their teams without a little more guidance. That was not so good, and therein lies the inspiration for this field guide.
The purpose of this little book is simple: to provide managers, team leaders, consultants, and other practitioners with a practical tool for helping implement the concepts in The Five Dysfunctions of a Team.
As with my other books, I decided to keep this one relatively short because time is the most precious commodity for most leaders, and learning to build a team, as important as it is, need not be exceedingly time-consuming or complicated. I’ve also tried to write and organize it in a way that will make it both readable on its own and easily accessible as a reference tool.
I sincerely hope that it is helpful to you and your team. Good luck!
PATRICK LENCIONI, Lafayette, California, January 2005
SECTION ONEGetting Clear on the Concept
THE CASE FOR TEAMWORK
Building an effective, cohesive team is extremely hard. But it’s also simple.
What I mean is that teamwork doesn’t require great intellectual insights or masterful tactics. More than anything else, it comes down to courage and persistence.
And so, if you’re committed to making your team a healthy one, and you can get the rest of the team to share your commitment, you’re probably going to make it. And just in case you’re not sure this will be worth the time and effort—and risk—let me make a case for going forward.
I honestly believe that in this day and age of informational ubiquity and nanosecond change, teamwork remains the one sustainable competitive advantage that has been largely untapped. In the course of my career as a consultant to executives and their teams, I can say confidently that teamwork is almost always lacking within organizations that fail, and often present within those that succeed.
So why don’t we hear more about the competitive importance of teamwork from business scholars and journalists? And why do so many leaders focus most of their time on other topics like finance, strategy, technology, and marketing?
First, because teamwork is hard to measure. Why? Because it impacts the outcome of an organization in such comprehensive and invasive ways that it’s virtually impossible to isolate it as a single variable. Many executives prefer solutions that are more easily measurable and verifiable, and so they look elsewhere for their competitive advantages.
But even if the impact of teamwork were more easily measurable, executives probably would still look elsewhere. Why? Because teamwork is extremely hard to achieve. It can’t be bought, and it can’t be attained by hiring an intellectual giant from the world’s best business school. It requires levels of courage and discipline—and emotional energy—that even the most driven executives don’t always possess.
As difficult as teamwork is to measure and achieve, its power cannot be denied. When people come together and set aside their individual needs for the good of the whole, they can accomplish what might have looked impossible on paper. They do this by eliminating the politics and confusion that plague most organizations. As a result, they get more done in less time and with less cost. I think that’s worth a lot of effort.
One more thing is worth mentioning. When it comes to helping people find fulfillment in their work, there is nothing more important than teamwork. It gives people a sense of connection and belonging, which ultimately makes them better parents, siblings, friends, and neighbors. And so building better teams at work can—and usually does—have an impact that goes far beyond the walls of your office or cubicle.
So what are we waiting for? Let’s get started.
A QUICK OVERVIEW OF THE MODEL
As difficult as teamwork can be to achieve, it is not complicated. And so, if I can’t describe it in a page or two, then I’ve probably made it too complex. Here goes.
The true measure of a team is that it accomplishes the results that it sets out to achieve. To do that on a consistent, ongoing basis, a team must overcome the five dysfunctions listed here by embodying the behaviors described for each one.
Dysfunction #1: Absence of Trust:
Members of great teams trust one another on a fundamental, emotional level, and they are comfortable being vulnerable with each other about their weaknesses, mistakes, fears, and behaviors. They get to a point where they can be completely open with one another, without filters. This is essential because ...
Dysfunction #2: Fear of Conflict:
... teams that trust one another are not afraid to engage in passionate dialogue around issues and decisions that are key to the organization’s success. They do not hesitate to disagree with, challenge, and question one another, all in the spirit of finding the best answers, discovering the truth, and making great decisions. This is important because ...
Dysfunction #3: Lack of Commitment
... teams that engage in unfiltered conflict are able to achieve genuine buy-in around important decisions, even when various members of the team initially disagree. That’s because they ensure that all opinions and ideas are put on the table and considered, giving confidence to team members that no stone has been left unturned. This is critical because ...
Dysfunction #4: Avoidance of Accountability:
... teams that commit to decisions and standards of performance do not hesitate to hold one another accountable for adhering to those decisions and standards. What is more, they don’t rely on the team leader as the primary source of accountability, they go directly to their peers. This matters because ...
Dysfunction #5: Inattention to Results:
... teams that trust one another, engage in conflict, commit to decisions, and hold one another accountable are very likely to set aside their individual needs and agendas and focus almost exclusively on what is best for the team. They do not give in to the temptation to place their departments, career aspirations, or ego-driven status ahead of the collective results that define team success.
That’s it.
TWO IMPORTANT QUESTIONS
Before embarking on a team-building effort, your team needs to answer two big questions:
Question #1: Are we really a team?
Sometimes a team improvement effort is doomed from the start because the group going through it isn’t really a team at all, at least not in the true sense of the word. You see, a team is a relatively small number of people (anywhere from three to twelve) that shares common goals as well as the rewards and responsibilities for achieving them. Team members readily set aside their individual or personal needs for the greater good of the group.
If your “team” doesn’t meet these criteria, you might want to consider whether you have a smaller subset of the group that is a real team. Or maybe the group is simply a collection of people who report to the same manager, but with relatively little interdependence and mutual accountability (that is, not a team).
And remember, it’s okay to decide that your group isn’t a team. In a world where teamwork is rarer than we might think, plenty of non-teams succeed. In fact, if your group is not meant to be a team, it’s far better to be clear about that than to waste time and energy pretending you’re something you’re not. Because that only creates false expectations, which leads to frustration and resentment.
Question #2: Are we ready for heavy lifting?
Having said all that (in question #1), let me be very clear: the advantages of being a true team are enormous. But they can’t be achieved without a willingness to invest considerable time and emotional energy in the process. Unfortunately, many teams aren’t prepared for this, and try to take shortcuts and half measures. Not only does this prevent them from making progress, it can actually lead to a decrease in the team’s performance.
It’s important that you go into this process with eyes wide open, and with no illusions about what is required. That doesn’t mean becoming a team takes years, or that it will be unpleasant. In fact, most teams can make significant progress in weeks or months, and find the process itself to be one of the most rewarding parts of their professional lives. If they do it right. Let’s talk about how to do just that.
SECTION TWOOvercoming the Five Dysfunctions of a Team
OVERCOMING DYSFUNCTION #1
BUILDING TRUST
Based on my experience working with teams during the past ten years or so, I’ve come to one inescapable conclusion: no quality or characteristic is more important than trust. In fact, my work with teams revolves around trust more than any other topic, and that’s why this is the longest, most important section in this book.
Unfortunately, there is probably no quality or characteristic that is as rare as trust, either. But I suppose that’s good news for your team, because if you can be the first on your block to build trust, the possibility of achieving a real competitive advantage is great.
So why is trust so rare? Two reasons. First, people use the word inconsistently, and so trust means different things to different people. Second, because it’s just plain hard. Let’s start by defining what we mean by trust, and the best way to do that is to clarify what trust is not.
Defining Trust
Trust is not the ability of team members to predict one another’s behaviors because they’ve known each other for a long time. Even the most dysfunctional teams, or families for that matter, can learn to forecast one another’s words and actions based on observable patterns over a long period of time. So when, for example, a person says, “I trust that Bob will start swearing at me if I mention his inability to arrive at a meeting on time,” know that this is not the kind of trust I’m talking about.
When it comes to teams, trust is all about vulnerability. Team members who trust one another learn to be comfortable being open, even exposed, to one another around their failures, weaknesses, even fears. Now, if this is beginning to sound like some get-naked, touchy-feely theory, rest assured that it is nothing of the sort.
