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Five Dysfunctions Pyramid

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Rahman Pashari
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12 views

Five Dysfunctions Pyramid

nice

Uploaded by

Rahman Pashari
Copyright
© © All Rights Reserved
We take content rights seriously. If you suspect this is your content, claim it here.
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Download as PPTX, PDF, TXT or read online on Scribd
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The FIVE DYSFUNCTIONS

of a TEAM
PATRICK LENCIONI
The backstory

 DecisionTech is now a 2 year old company. Well funded and possessed an expensive and
experienced executive team.
 Critical deadlines starting to slip.
 Key employees below the exec level have unexpectedly left.
 The board unanimously asks current CEO and cofounder to step down to head business
development.
 Then Kathryn is hired.
Absence of Trust - Invulnerability

 Teamwork begins by building trust and overcoming the need for invulnerability.
 Spend 5 minutes listing what you believe to be your single biggest strength and weakness
in terms of your contribution to the team's success or failure.
 Achieving vulnerability based trust is difficult because in the course of career
advancement and education, most successful people learn to be competitive with their
peers and protective of their reputations.
Fear of Conflict – Artificial Harmony

 If we don't trust one another, then we aren't going to engage in open, constructive,
ideological conflict. And we'll just continue to preserve a sense of artificial harmony.
 Passive sarcastic comments is not conflict.
 Contrary to the notion that teams waste time and energy arguing, those that avoid conflict
actually doom themselves to revisiting issues again and again without resolution.
Lack of Commitment - Ambiguity

 The failure to buy in to decisions.


 Some teams get paralyzed by their need for complete agreement and their inability to
move beyond debate.
 Great teams make clear and timely decisions and move forward with complete buy-in
from every member of the team even those who voted against the decision.
 One of the best tools for ensuring commitment is the use of clear deadlines for when
decisions will be made, and honoring those dates with discipline and rigidity.
Avoidance of Accountability – Low Standards

 Once you achieve clarity and buy-in then you can hold each other accountable for what
you sign up to do, for high standards of performance and behavior.
 Very hard to do this with peers.
 People won't hold each other accountable if they haven't clearly bought in to the same
plan.
 An absence of accountability is an invitation to team members to shift their attention to
areas other than collective results.
Inattention to Results – Status and Ego

 The ultimate dysfunction: the tendency of team members to seek out individual
recognition and attention at the expense of results.
 Example of the player that was more concerned with individual goals than the outcome of
the game.
 Many teams are simply not results focused. They do not live and breathe in order to
achieve meaningful objectives, but rather merely to exist or survive. No amount of trust,
conflict, commitment, or accountability can compensate for a lack of desire to win.

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