Help with a powerpoint due in 72 hours
combs
fivedysfunctionsofateam.pptxOVERCOMING DYSFUNCTION Presented by: Chad Doyal
THE FIVE DYSFUNCTIONS OF A TEAM
Author: Patrick Lencioni
OBJECTIVES
About the Author
Dysfunction Model
Absence of Trust
Fear of Conflict
Lack of Commitment
Avoidance of Accountability
Inattention to Results
How to Overcome Dysfunction
Author
Patrick Lencioni
Patrick lives with his wife, Laura, and their three sons around the San Francisco Bay Area. He is the author of five nationally recognized books. Furthermore, he is the founder and president of The Table Group.
Dysfunction
Model
DYSFUNCTION
ABSENCE OF TRUST
Unwillingness to be vulnerable with other members
Jump to conclusions about other’s intentions
Hold grudges
Hesitate to ask/offer help
Conceal weaknesses and mistakes from one another
Solutions
Personal history exercises
Team effectiveness exercises
Personality and behavioral preference profiles
360-degree feedback
Experiential team exercises
DYSFUNCTION
FEAR OF CONFLICT
Have boring meetings
Ignore critical thinking topics that are necessary for team success
Create hostile environments
Fail to hear opinions and perspectives from every team member
Solutions
Mining of the conflict
Real-time permission
Acknowledge that conflict is productive
DYSFUNCTION
LACK OF COMMITMENT
Creates uncertainty among team members about priorities
Causes lack of confidence and fear of failure
Revisits discussions and decisions again and again
Encourages second-guessing among team members
Solutions
Cascading messaging
Create deadlines for tasks
Contingency and worst-case scenario analysis
Low-risk exposure therapy
DYSFUNCTION
AVOIDANCE OF ACCOUNTABLITY
Creates resentment among team members who have different standards of performance
Encourages mediocrity
Misses deadlines
Places a burden on the team leader as the sole source of discipline
Solutions
Publication of goals and standards
Simple and regular progress reviews
Team rewards
DYSFUNCTION
INATTENTION TO RESULTS
Team fails to grow
Rarely defeats competitors
Loses achievement-oriented employees
Easily distracted
Encourages team members to focus on their own goals
Solutions
Public declaration of results
Results-based rewards
Avoid distractions
CONCLUSION
“By acknowledging the imperfections of their humanity, members of functional teams overcome the natural tendencies that make trust, conflict, commitment, accountability, and a focus on results so elusive.”
-Patrick Lencioni
Good teams trust each other, engage in constructive conflict, commit to their decisions, hold each other accountable, and focus on collective results to overcome dysfunction.
