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Similar a The 5 dysfunctions of a team Management Presentation
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The 5 dysfunctions of a team Management Presentation
- 1. The FIVE DYSFUNCTIONS of a TEAM by PATRICK LENCIONI Prashant Rajopadhye Zahid Maqsood Jean Pierre Clement Miguel Edwards
- 2. The FIVE DYSFUNCTIONS of a TEAM by PATRICK LENCIONI Absence of Trust
- 3. The FIVE DYSFUNCTIONS of a TEAM by PATRICK LENCIONI Members of teams with an absence of trust… - Conceal their weakness and mistakes from one another -Hesitate to ask for help or provide constructive feedback -Hesitate to offer help outside their own area of responsibility -Fail to recognize and tap into one another’s skills and experience -Hold grudges -Dread meetings and find reasons to avoid spending time together
- 5. The FIVE DYSFUNCTIONS of a TEAM by PATRICK LENCIONI Members of trusting teams…. - Admit weaknesses and mistakes -Ask for help -Take risk in offering feedback and assistance -Appreciate and tap into one another’s skills and experiences -Focus time and energy on important issues, not politics -Offer and accept apologies without hesitation -Look forward to meetings and other opportunities to work as a group
- 6. The FIVE DYSFUNCTIONS of a TEAM by PATRICK LENCIONI Fear of Conflict Absence of Trust
- 10. The FIVE DYSFUNCTIONS of a TEAM by PATRICK LENCIONI Lack of Commitment Fear of Conflict Absence of Trust
- 14. The FIVE DYSFUNCTIONS of a TEAM by PATRICK LENCIONI Avoidance of Accountability Lack of Commitment Fear of Conflict Absence of Trust
- 18. The FIVE DYSFUNCTIONS of a TEAM by PATRICK LENCIONI Avoidance of Accountability Lack of Commitment Fear of Conflict Absence of Trust Inattention to Results
Notas del editor
- Tools that are useful to overcome the trust dysfunction? Cascading messaging : we know what we agreed upon, we do communicate on it, if it is not confidential Personal Histories Exercise is a low risk exercise requires nothing more then going around the table during a meeting and having team members answer a short list of questions about themselves Team Effective Exercise requires team members to identify the single important contribution that each of their peers makes on the team The purpose of Personality and Behavioral Presence Profile is to provide practical and scientifically valid behavioral descriptions of various team members To make the 360-degree program work, is divorcing it entirely from compensation and formal performance evaluation The leader must create an environment that does not punish vulnerability. Display of vulnerability on a part of team leader must be genuine.
- Teams without commitment Live in ambiguity regarding directions and priorities Spend too much time in analysis Have limited confidence and are fearing of failures Discuss and review decisions for ever Are not clear on what was decided