eBook: Download Five Dysfunctions Team Enhanced Leadership ePub (KINDLE, PDF, MOBI) + Audio Version


  • File Size: 1382 KB
  • Print Length: 239 pages
  • Publisher: Jossey-Bass; 1 edition (November 17, 2011)
  • Publication Date: November 17, 2011
  • Language: English

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The point about team members being willing and able to debate substantive issues without fear is very agent of the way successful teams worked at NATIONAL AERONAUTICS AND SPACE ADMINISTRATION (NASA) in the 1960s through about 1985, and so this point is, In my opinion, correct. Further, the idea that top management must be on board with this idea because of it to work is also right, because if management disapproves of conflict and difference, it will eventually reassign people and destroy teams that discuss and debate openly.

On the other hand, the fictional (non-empirical) idea that a manager can create such a team by kicking off individuals who disagree violates the very trust and freedom from retaliation principles that are necessary at the base of the pyramid, and I actually believe this reflects the author's lack of actual experience at other than consulting., Good book to focus on how people work within a group (or rather, may well not work together within a group. ) It shows how styles of interaction can benefit or detract. The " story" can make it pretty easy to read. But don't expect it to apply to everything where teams are concerned, or to apply at every stage in life., Written in an engaging story-telling style, this latest work from Lencioni portrays hurdles teams commonly face that hold them back from being cohesive and effective, as well as action plans for overcoming them. Any member of a team can benefit from having their eye opened to the mechanics that can tear groups apart and the ideas that may help them pull together to success. A helpful read!, The dynamic, young Pastor advised all leaders in our church read this book and I'm glad I actually did! It would act as well for any team: Business, sales, sports, you name it! I loved the story-telling aspect utilized by the author in the beginning of the book which made the reading more enjoyable - more like reading a book - less like reading a research book. The particular business sense is very sound. Excellent! I'm mailing a copy to my boy in the music business in NYC., I adored this book. I have a strong team, but found a few things that I need to do to help them grow even stronger.

The book was written in " story style" where a new head was hired to assess a quite dysfunctional team and make the necessary changes to correct the issues. The look made it a fairly easy read after experiencing so many dry " text message book style" approaches.

I actually plan to check Lencioni's other books, ?nternet site think I could learn more from charlie, This book used storytelling to bring home specific concepts being discussed. The characters will be immediately recognizable to anyone who's worked in a corporate environment.

The best part of the book is the model at the end, which offers a roadmap and cement ideas on how to fix each dysfunction.

Some of the information is evident if people were to think about team mechanics, but when you are in the throes of such conflict, it's easy to get sucked to the drama and forget the tools. The " most likely not alone" examples and concrete advice can help bring about real change.

Despite the negative-sounding main title, this book is actually a very positive look at team mechanics., I have an aversion to business fables. The particular ones I've read give me the irrates. They seem to trivialise business.   Who Shifted My Cheese?: An Amazing Approach to Deal with Alter in Your projects and in Your Life  , Our Iceberg Is Melting: Changing and Being successful Under Any Conditions (Kotter, Our Iceberg is Melting)  , Species of fish!   and  Squirrel Inc.: A Fable of Leadership through Storytelling   all left me a little cold. So it was with some trepidation that I picked up The Five Dysfunctions of the Team: A Fable by Patrick Lencioni.

Five Dysfunctions popped up on my radar a couple of years ago and since that time then a number of folks suggested I should read it. It had been published again in 2002 and there appears to be quite an industry that's grown around it with addional handbooks and resources available. For me, this wasn't a good sign.

Then a customer lent us a copy so I started on a airplane trip home from Sydney and finsihed the book in three short sittings. It's a nicely designed story: short chapters, high cliff hangers, good dialogue and believable and messy business situations.

Most of Several Dysfunctions is a business story. With regards to a 3 rd of the book, at the end, describes the 5 dysfunctions model. The story is all about Kathryn who ties DecionTech as their new CEO. The executive team is a little of a mess and they don't welcome her with open up arms. Kathryn starts a process of conversations and straight talking at a series offsites and team meetings and engages the Executive understand a simple model showing what needs to happen to turn their group into a team.

Like all good models it's nice and simple and can be sketched on a whiteboard.

Each and every part of the model is interlocked. It's useless working on one part without addressing others.

One of the real benefits of understanding the model as a story is that you hear from the figures ask and answer questions. You are a fly on the wall of an executive team and you learn through their encounters. This experiential learning is then reinforced with the didactic chapter at the ending of the book.

Here's how Kathryn explains the five dysfunctions.

Lack of Trust: "Great teams do not hold back with one another. " "They are unafraid to air their dirty laundry. They admit their mistakes, their weaknesses, and their concerns without fear of reprisal. "

Fear of discord: "If we don't trust each other, then we aren't going to interact in open, constructive, idealogical discord. And we'll just continue to preserve a sense of artifical harmony. inch

Lack of commitment: "I'm talking about commitment to a plan or a decision, and having everyone to buy into it. Which why conflict is so important. " "It's as simple as this. When people don't unload their opinions and feel like theyre recently been listen to, they will not really get on table. "

Avoidance of liability: "Once we achieve clearness and buy-in, it is then that we get to maintain one another accountable for whatever we have signed up to do, for high requirements of performance and behaviour. And since simple as that sounds, most executives dislike to accomplish, specially when it comes to a peer's behaviour, because they want to avoid interpersonal discomfort. inch

The final dysfunction, Inattention to Results, is all about putting the team before individual egos. This concern is handled over a number of chapters at the ending of the fable but I will not go into detail and spoil the surprise.

The things i really liked about this book was just how well written the storyline was so are immersed in the wonderful world of an executive team and see the tensions and short-cuts, their good itent and judgements, and how discord arises and can play out. There're plenty of models of good and poor behaviour, and our hero, Kathryn, shows us all one way progress can be made.

What minted me most was just how much time is needed for an efficient team to spend together planning, discussing, arguing. The perenial break the rules to spending this time, yet , is that tired business phrase, "we just need to get back to the real work. " Well, here's the breaking news for any exec who wants their company to excel: it's your best priority to build an efficient executive team so it can draw on all its talents to achieve results.

I loved this book and have recently been recommending all of it over the place. Get a copy, read it, then transfer to another executive who you think really needs to get their team back on the right track.

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Five Dysfunctions Team Enhanced Leadership
Average Rating: 4.04
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