Rather than a factual story, like many business books, Patrick writes his books as novels. Similar to “The Goal” by Eliyahu M. Goldratt. In this book, Kathryn is parachuted into a highly dysfunctional team and we work with her to bring the team from one that is working against each other, to a high performance team. We work through the five dysfunctions; Absence of trust, fear of conflict, lack of commitment, avoidance of accountability, and attention to results.
It;’s easy to read and I’m sure you will recognise many of the characters and dysfunctions, in fact you have probably worked with many of them.
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The Five Dysfunctions of a Team Model
Like it or not, all teams are potentially dysfunctional. This is inevitable because they are made up of fallible, imperfect human beings. From the basketball coach to the executive suite, politics and confusion are more the rule than the exception. However, facing dysfunction and focusing on teamwork is particularly critical at the top of an organization because the executive team sets the tone for how all employees work with one another. Fortunately, there is hope. Counter to conventional wisdom, the causes of dysfunction are both identifiable and curable. The first step toward reducing politics and confusion within your team is to understand that there are five dysfunctions to contend with, and address each that applies, one by one.
DYSFUNCTION #1: ABSENCE OF TRUST
The fear of being vulnerable with team members prevents building of trust within the team.
DYSFUNCTION #2: FEAR OF CONFLICT
The desire to preserve artificial harmony stifles the occurrence of productive, ideological conflict.
DYSFUNCTION #3: LACK OF COMMITMENT
The lack of clarity or buy-in prevents team members from making decisions they will stick to.
DYSFUNCTION #4: AVOIDANCE OF ACCOUNTABILITY
The need to avoid interpersonal discomfort prevents team members from holding one another accountable for their behaviors and performance.
DYSFUNCTION #5: INATTENTION TO RESULTS
The pursuit of individual goals and personal status erodes the focus on collective success.
The printed ink on some left pages had faded
Reviewed in Singapore on 26 December 2022
Reviewed in Singapore on 26 December 2022
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