This engagement comes from feeling as if they've been heard. With trust and healthy discussions, team members are likely to be more engaged and display strong commitment. High levels of trust lead to healthy, constructive conflict or debate to unearth the best ideas. Lencioni visually depicts the five dysfunctions in a pyramid form. With trust, teammates can engage in constructive conflict, commit to decisions, hold themselves and each other accountable, and follow through on collective goals.

The foundations for great teamwork are built layer-by-layer, and they start with the foundation of trust. Top performing teams have a bottom-up approach. In doing this, we'll discover why conflict isn't always destructive, and how Jeff Bezos gets teams to 'agree to disagree.' We'll also interrogate why nobody likes the basketball player who doesn't pass and instead tries to take the 'winning shot.' And we'll learn that to win big we need to put personal agendas aside and play for the good of the team. We'll unpack the teamwork model and learn how to overcome each of the five dysfunctions. We'll briefly learn the prerequisites for great teamwork, and how to handle interpersonal team dynamics. As she gradually works through each stage of 'the five dysfunctions model,' she re-positions the company for success. She tries to establish how the current culture impacts collaboration, idea generation, and execution. In this book, we start with the new CEO of Decision Tech, Kathryn Petersen, who faces the ultimate leadership crisis: Uniting a team in such disarray that it threatens to bring down the entire company. The good news is, if we can diagnose them, they're fixable.įortunately, author and management consultant Patrick Lencioni has more than three decades of experience developing successful teams, and he knows the secrets of why teamwork doesn't always make 'the dreamwork.' All Lencioni's books open with a fable and conclude with a model that serves as the basis for the story's solution. An absence of trust, a fear of conflict, a lack of commitment, avoidance of accountability, and inattention to results, are the five dysfunctions of why teams so often struggle. The Five Dysfunctions of a Team helps us identify and overcome the five root causes that lead to a team's failure.

Humanity's most significant accomplishments have resulted from coordinated group behavior directed towards a common goal. The problem is, like it or not, teamwork is a necessity in almost everything we do. 'It's a group project' can be four dreaded words for some of us.

The five dysfunctions of a team summary