Scribd Logo
Upload

Welcome to Scribd!

  • Lencioni'S Five Dysfunctions of A Team: Reporter: Campoid, Ralf Dareal F. Alvoila, Jhonfel P Darami, Janice

    Uploaded by

    RalfDa Real Flores Campoid
    10 views10 pages
    The document summarizes Patrick Lencioni's five dysfunctions of a team: 1) absence of trust, 2) fear of conflict, 3) lack of commitment, 4) avoidance of team accountability, and 5) inattention to team objectives. It describes how these dysfunctions negatively impact teams and provides alternatives that effective teams embrace instead, such as trusting one another, engaging in healthy conflict, committing to clear priorities, holding each other accountable, and focusing on collective results. The document recommends building trust as the foundation by spending time together both individually and as a group to authentically get to know one another through common ground conversations and vulnerability.

    Original Description:

    Original Title

    Untitled

    Copyright

    © © All Rights Reserved

    Available Formats

    PPTX, PDF, TXT or read online from Scribd

    Did you find this document useful?

    Is this content inappropriate?

    Report this Document
    The document summarizes Patrick Lencioni's five dysfunctions of a team: 1) absence of trust, 2) fear of conflict, 3) lack of commitment, 4) avoidance of team accountability, and 5) inattention to team objectives. It describes how these dysfunctions negatively impact teams and provides alternatives that effective teams embrace instead, such as trusting one another, engaging in healthy conflict, committing to clear priorities, holding each other accountable, and focusing on collective results. The document recommends building trust as the foundation by spending time together both individually and as a group to authentically get to know one another through common ground conversations and vulnerability.

    Copyright:

    © All Rights Reserved
    Download as PPTX, PDF, TXT or read online from Scribd
    Flag for inappropriate content
    Download as pptx, pdf, or txt
    10 views10 pages

    Lencioni'S Five Dysfunctions of A Team: Reporter: Campoid, Ralf Dareal F. Alvoila, Jhonfel P Darami, Janice

    Uploaded by

    RalfDa Real Flores Campoid
    The document summarizes Patrick Lencioni's five dysfunctions of a team: 1) absence of trust, 2) fear of conflict, 3) lack of commitment, 4) avoidance of team accountability, and 5) inattention to team objectives. It describes how these dysfunctions negatively impact teams and provides alternatives that effective teams embrace instead, such as trusting one another, engaging in healthy conflict, committing to clear priorities, holding each other accountable, and focusing on collective results. The document recommends building trust as the foundation by spending time together both individually and as a group to authentically get to know one another through common ground conversations and vulnerability.

    Copyright:

    © All Rights Reserved
    Download as PPTX, PDF, TXT or read online from Scribd
    Flag for inappropriate content
    Download as pptx, pdf, or txt
    of 10

    LENCIONI’S FIVE

    DYSFUNCTIONS OF A
    TEAM
    Reporter:
    Campoid, Ralf Dareal F.
    Alvoila, Jhonfel P
    Darami, Janice BOOK:
    “The Five Dysfunctions of a Team”
    by Patrick Lencioni, 2002
    THE FIVE DYSFUNCTIONS ARE:
    1.Absence of trust.
    2.Fear of conflict.
    3.Lack of commitment.
    4.Avoidance of team accountability.
    5.Inattention to team objectives
    l
    de
    Mo
    am
    Te
    fa
    Inatten
    tion 

    so
    to

    on
    cti AvoidanceResults 
    of Accountability
    un
    ys f

    Lack of Commitment
    eD

    Fear of Conflict
    Fiv
    e

    Absence of Trust 
    Th
    Instead:
    Teams with an absence of TRUST... Teams need to TRUST one another by…

    • Are unwilling to be vulnerable within the • Admitting weaknesses and mistakes


    group • Asking for help and input
    • Conceal their mistakes and weaknesses • Giving each other the benefit of the doubt
    • Hesitate to ask for help • Taking risks in offering feedback and
    • Hesitate to provide constructive feedback assistance
    • Jump to conclusions about the intentions • Appreciating each skills and experiences
    of others • Offering and accepting apologies without
    • Fail to recognize and tap into one hesitation
    another’s skills and experiences • Engaging in Common-Ground Conversations
    • Hold grudges
    • Engage in Under-Ground Conversations
    Instead:
    Teams who fear Conflict… Teams who engage in healthy
    Conflict…

    • Are incapable of engaging in unfiltered and • Have lively, interesting meetings


    passionate debate of ideas • Engage in Battle-Ground Conversations
    • Resort to veiled discussions and guarded • Extract and exploit the ideas of all team
    comments members
    • Create environments where back-channel • Solve real problems quickly
    politics and personal attacks thrive • Minimize politics
    • Ignore controversial topics that are critical • Put critical topics on the table for discussion
    to team success
    • Fail to tap into all the opinions and
    perspectives of team members
    Instead:
    Teams who fail to Commit… Teams who can Commit…

    • May feign agreement at • Have clarity around direction


    meetings and priorities
    • Create ambiguity about • Align the entire team around
    direction and priorities common objectives
    • Waste time excessively • Develop an ability to learn from
    analyzing causing unnecessary mistakes
    delays • Move forward or change
    • Lack confidence and fear failure direction without hesitation
    Instead:
    Teams who avoid Teams who can hold one another
    Accountability… Accountable…

    • Hesitate to call their peers on actions • Ensure poor performers feel pressure
    and behaviors that seem to improve
    counterproductive to the good of the • Identify potential problems quickly
    team by questioning one another’s approach
    • Create resentment among team without hesitation
    members who have different standards • Establish respect among team
    of performance members who are held to the same
    • Encourage mediocrity high standards
    • Place undue burden on the team • Avoid excessive bureaucracy around
    leader as the sole source of discipline performance management
    Instead:
    Teams not focused on Teams who focus on
    Results… collective Results…

    • Stagnate and fail to grow • Retain achievement-oriented


    • Lose achievement-oriented employees
    employees • Minimize individualistic behavior
    • Encourage team members to • Enjoys success together 
    focus on their own careers and • Benefit from individuals who set
    individual goals aside their own goals for the good
    • Are easily distracted of the team
    • Avoid distractions
    WHERE DO WE START?
    Trust is the Foundation Take time to:
     Spend time together – one on one and
    We must build rapport: in a group setting
    • Rapport is a connection or relationship
     Authentically get to know each other
    with someone else. It can be considered as
    a state of harmonious understanding with  Start with Common Ground
    another individual or group. Building Conversations
    rapport is the process of developing that
    connection with someone else. Everyone  Be vulnerable, ask for help and input
    has a right to be seen, heard, and
     Allow your mind to be changed
    understood.
    • This should happen with: Superiors,  Show appreciation
    Colleagues, Peers, Committees, Students,  Have fun!
    Families
    QUESTIONS? COMMENTS?

    u !
    Yo
    n k
    h a

    You might also like