Summary: In keeping with the parable style, Patrick Lencioni begins by telling the fable of a woman who, as CEO of a struggling Silicon Valley firm, took control of a dysfunctional executive committee and helped its members succeed as a team. Story time over, Lencioni offers explicit instructions for overcoming the human behavioral tendencies that he says corrupt teams (absence of trust, fear of conflict, lack of commitment, avoidance of accountability and inattention to results). Succinct yet sympathetic, this guide will be a boon for those struggling with the inherent difficulties of leading a group.
Building a cohesive team is not complicated, declares Lencioni. Departing from the dry, theoretical writing of many management books, he presents his case in the context of a fictional organization, and in doing so succeeds at communicating his ideas. The scenarios are recognizable and can be applied anywhere teamwork is involved, whether it is a multinational company, a small department within a larger organization, or a sports team. At the end of the story, the main points are summarized, and clearly expressed suggestions and exercises are offered to help bring about change. Concise and easy to follow, this program is recommended for anyone who is a member of a team that needs improvement…Read more.
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Patrick Lencioni: The Five Dysfunctions of a Team Audio Book Summary
The Five Dysfunctions of a Team is a book about identifying failures in teamwork and acquiring learning to prevent or correct them.
The author, tells the story of a team of executives who can not carry out the work assigned to them, this group of people have a differentiated product, more capital to invest and greater competitive advantage over their competition, still, continue Failing.
The team is joined by CEO Kathryn who tries to guide the team so that they can function as a unit by joining forces and contributing knowledge.
The book is divided into two parts, in the first, we tell the history of the work team to exemplify the most common deficiencies, and the second, dedicated to the substantial teaching of problems and their solutions with real applications.
The title suggests the existence of three main dysfunctions within the work teams which hinder the performance of results.
1. Lack of confidence. Trust is the fundamental nucleus on which solid and lasting relationships are woven, it is the basis for a functional team. It means that each member trusted their colleagues and knows that they will have intentions that will favor all members, if this is believed, no one on the team will be on the defensive and it will be easier to listen and accept proposed ideas.
Trust also has to do with not being afraid to show both our strengths and weaknesses knowing that no one will try to use our weaknesses to put us in a bad situation.
2. Fear of conflict. It is said that occasional and moderate conflict is necessary for growth, however, conflict is considered as something negative that should be avoided at all costs.
We do not want to disagree with our team and we are considered as a negative person, but that is sometimes not the best thing for the team, it is important to express our disagreement from time to time (moderately).
3. Lack of commitment, is perhaps the most serious. The commitment is to support the decisions that were made in order that the equipment would achieve the proposed one. It is also to be not only for the individual task, but to be for others, to give what is needed from us and, if possible, more.
4. Evade responsibility. Responsibility has to do with complying with what the team needs, usually are things that were explicitly treated as delivery times, specifications and requirements of the subject, others are implicit as the respect between the collaborators, and see for the achievement of the goal . When a colleague does not fulfill his responsibility, it is important that a warning be given.
5. Disregard the results. You should always have the mind set on the target, it is common for members to be more concerned about their individual tasks than the final result together.
In conclusion, it is a good book, useful for anyone who works as a team or who runs a team; Basically all people, unless it is a mountain hermit, we fall into that classification, either at work or with family or friends.
The five principles illustrated by Lencioni are simple to understand and necessary to implement in order to substantially improve the process of working as a team, therefore, this will be reflected in the results.