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Dysfunction #3: Lack of Commitment.
Without conflict, it is difficult for team members to commit to decisions, creating an
environment where ambiguity prevails. Lack of direction and commitment can make
employees…particularly star employees…disgruntled.
Often times a lack of commitment is caused by the desire for consensus and the
need for clarity. It is important for teams to be able to find ways to achieve buy-in, even
when complete agreement is not possible. Great teams make sure all the opinions are
heard and then reach a decision based on the best solution...
Without conflict, it is difficult for team members to commit to decisions, creating an
environment where ambiguity prevails. Lack of direction and commitment can make
employees…particularly star employees…disgruntled.
Often times a lack of commitment is caused by the desire for consensus and the
need for clarity. It is important for teams to be able to find ways to achieve buy-in, even
when complete agreement is not possible. Great teams make sure all the opinions are
heard and then reach a decision based on the best solution...
| Click here for more information about Patrick Lencioni's Five Dysfunctions of a Team |
Dysfunction #1: Absence of Trust.
Essentially, trust within a team is the confidence among
team members that their peers’ intentions are good.
Without a certain comfort level among team members, a
foundation of trust is next to impossible. An absence of
trust occurs when team members are reluctant to
be vulnerable with one another and are unwilling to
admit their mistakes, weaknesses, or needs for
help.
Essentially, trust within a team is the confidence among
team members that their peers’ intentions are good.
Without a certain comfort level among team members, a
foundation of trust is next to impossible. An absence of
trust occurs when team members are reluctant to
be vulnerable with one another and are unwilling to
admit their mistakes, weaknesses, or needs for
help.
Dysfunction #2: Fear of Conflict.
Teams that are lacking on trust are incapable of engaging in unfiltered, passionate
debate about key issues, causing situations where team conflict can easily
turn into veiled discussions and back-channel comments. In a work setting
where team members do not openly air their opinions, inferior decisions are
the result.
Unfortunately, conflict is considered taboo in many situations, especially at
work.
And, the higher up you go along the management chain, the more you witness
individuals spending inordinate amounts of time and energy trying to avoid the kind of
passionate debates that are essential to any successful team.
Teams that are lacking on trust are incapable of engaging in unfiltered, passionate
debate about key issues, causing situations where team conflict can easily
turn into veiled discussions and back-channel comments. In a work setting
where team members do not openly air their opinions, inferior decisions are
the result.
Unfortunately, conflict is considered taboo in many situations, especially at
work.
And, the higher up you go along the management chain, the more you witness
individuals spending inordinate amounts of time and energy trying to avoid the kind of
passionate debates that are essential to any successful team.
Dysfunction #5: Inattention to Results.
Team members naturally tend development, recognition, etc.) ahead of the
collective goals of the team when individuals aren’t held accountable. If a team has
lost sight of the need for achievement, the business ultimately suffers.
The only way to conquer this dysfunction is to make desired results clear and
reward those behaviors and actions that contribute to those results.
Team members naturally tend development, recognition, etc.) ahead of the
collective goals of the team when individuals aren’t held accountable. If a team has
lost sight of the need for achievement, the business ultimately suffers.
The only way to conquer this dysfunction is to make desired results clear and
reward those behaviors and actions that contribute to those results.
Dysfunction #4: Avoidance of Accountability.
When teams don’t commit to a clear plan of action, even the most focused and driven
individuals hesitate to call their peers on actions and behaviors that may seem
counterproductive to the overall good of the team. Team members who are close may
hesitate holding one another accountable for fear it could jeopardize their
relationships.
When teams don’t commit to a clear plan of action, even the most focused and driven
individuals hesitate to call their peers on actions and behaviors that may seem
counterproductive to the overall good of the team. Team members who are close may
hesitate holding one another accountable for fear it could jeopardize their
relationships.
| The Five Dysfunctions of a Team by Patrick Lencioni |
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| Maura Larkins' note: I've always been astounded when teachers refused to admit their mistakes in the classroom. What could be worse than knowingly leaving students with false information? Some teachers are afraid of being exposed as incompetent, and as a result, they perform worse than they otherwise would. For heaven's sake, even geniuses make mistakes. A confident teacher simply says, "Oh, that was wrong. Let me give you the correct information." This same thing happens when teachers are making decisions about how the school will be run. |
| Some teams fail because they don't allow the wisdom of crowds to be heard Monday, December 29, 2008 "Why Social Media and Wisdom of Crowds Don't Mix" A couple of months ago I was watching a short lecture by James Surowiecki, the man who coined the term "Wisdom of Crowds". Two concepts caught my attention: "Under the right conditions, groups can be remarkably intelligent" and "Groups are only smart when the people in them are as independent as possible." I heard a coin drop... what I realized is that "Social voting" and "Wisdom of Crowds" just don't naturally mix! In a way, it makes perfect sense. If we all vote as a group, we actually vote as a single person and the wisdom is gone with the crowd. |