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Build Teams that Pull Together Not Apart: An overview of the Five dysfunctions of Teams TLC Conference March 2010.

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Presentation on theme: "Build Teams that Pull Together Not Apart: An overview of the Five dysfunctions of Teams TLC Conference March 2010."— Presentation transcript:

1 Build Teams that Pull Together Not Apart: An overview of the Five dysfunctions of Teams TLC Conference March 2010

2 Agenda 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

3 Team Any group of people with a common goal and ownership of shared responsibility in achieving that goal. (ACT Inc. )

4 Warm up Activity Exploring Team Dysfunctions

5 Overview of the Dysfunctions Lencioni, Patrick. The Five Dysfunctions of a Team, Facilitator’s Guide. Jossey-Bass, 2007.

6 Building Trust Dysfunction # 1 Absence of Trust Dysfunction # 1 Absence of Trust Lencioni, Patrick. The Five Dysfunctions of a Team, Facilitator’s Guide. Jossey-Bass, 2007.

7 Building Trust Trust is the foundation of teamwork Building trust takes time Trust must be maintained over time

8 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

9 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

10 Strategies For Building Trust

11 Mastering Conflict Dysfunction # 2 Fear of Conflict Dysfunction # 2 Fear of Conflict Lencioni, Patrick. The Five Dysfunctions of a Team, Facilitator’s Guide. Jossey-Bass, 2007.

12 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

13 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

14 Strategies

15 Achieving Commitment Dysfunction # 3 Lack of Commitment Dysfunction # 3 Lack of Commitment Lencioni, Patrick. The Five Dysfunctions of a Team, Facilitator’s Guide. Jossey-Bass, 2007.

16 Achieving Commitment Great teams make clear and timely decisions and move forward with complete buy-in

17 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

18 Strategies

19 Embracing Accountability Dysfunction # 4 Lack of Accountability Dysfunction # 4 Lack of Accountability Lencioni, Patrick. The Five Dysfunctions of a Team, Facilitator’s Guide. Jossey-Bass, 2007.

20 Embracing Accountability Accountability: The willingness of team members to remind one another when they are not living up to the standards of the group.

21 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.

22 Strategies

23 Focusing on Results Dysfunction # 5 Inattention to Results Dysfunction # 5 Inattention to Results Lencioni, Patrick. The Five Dysfunctions of a Team, Facilitator’s Guide. Jossey-Bass, 2007.

24 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

25 A Team That is Not Focused on Results Stagnates / fails to grow Loses achievement-oriented members Is easily distracted

26 Strategies

27 Team Assessment “Coming together is the beginning. Keeping together is progress. Working together is success.” Henry Ford

28 Lencioni, Patrick “Conquer Team Dysfunction,” The Power Within, November 2005


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