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 · 96,289 ratings  · 4,209 reviews

Start your review of The Five Dysfunctions of a Team: A Leadership Fable

Dec 03, 2008 Neil rated it information technology was amazing

I've been in corporate America for only under iv years now. In my time, I've never actually bought into the bulk of management strategies I've seen because well, they blatantly do not work; and if they do, its at an absurd cost of employee retentiveness, dissatisfaction and needless overwork.

Passive aggressiveness, no accountability, scared of disharmonize... I see it likewise often, and I'one thousand constantly frustrated past it. And only when I idea I was lonely, I read this book and was completely blown abroad. Eve

I've been in corporate America for simply under 4 years now. In my fourth dimension, I've never really bought into the majority of management strategies I've seen considering well, they blatantly practise non work; and if they do, its at an cool cost of employee retentiveness, dissatisfaction and needless overwork.

Passive aggressiveness, no accountability, scared of conflict... I see it too often, and I'thou constantly frustrated by information technology. And merely when I idea I was alone, I read this book and was completely blown away. Everything I've felt, is hither, written down in this book. Its quite extraordinary. I feel a bit like Jerry Mcguire did after writing his 'Mission Argument.' I want to buy copies of this book and put information technology in the mailboxes of management across corporate America. Unfortunately, one thing I've learned in life is yous can't strength people to alter, they have to exist willing and accepting to move forward on there own... or be forced by a college hand. I can't force others who don't see information technology themselves, and as the depression man on the totem pole, its a hard to play the upper mitt. But dammit, at least I'll go down swinging, knowing I'm not alone.

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Five Dysfunctions of a Team
As a consultant who has worked with hundreds of teams in organizations large and modest, I tin adjure that model outlined in "The Five Dysfunctions of a Squad" is both accurate in it's root diagnosis of team dysfunctionalism, and is as pervasive equally human being nature itself. As with all of Lencioni's books, he opens with a legend and concludes with the model that is the basis for the story's solution. In the fable, a new CEO is confronted with a dysfunctional executive team and V Dysfunctions of a Team
Every bit a consultant who has worked with hundreds of teams in organizations large and pocket-size, I tin adjure that model outlined in "The V Dysfunctions of a Team" is both accurate in it's root diagnosis of squad dysfunctionalism, and is as pervasive as human nature itself. Equally with all of Lencioni'southward books, he opens with a fable and concludes with the model that is the basis for the story's solution. In the fable, a new CEO is confronted with a dysfunctional executive squad and force per unit area from the board to execute a quick turn around. As she feels out how the current civilisation impacts collaboration, idea generation, and execution, the CEO gradually works through each phase of the Five Dysfunctions model to re-position the company for success.
The model in pyramid form:

Lack of trust: In this bottom stage, team members are hesitant to open up upwardly about their fears or insecurities about a project.

Fear of Disharmonize: Fearing retribution or political consequences, squad members avoid rigorous debate over the issues and decisions that matter virtually. This tin can exist reinforced by local legends: "The terminal time somebody challenged the boss's thought, he wasn't around for long afterwards." Good for you, effective disharmonize – or candor – is key to surfacing the best ideas. Fright of conflict snuffs out the creative process.

Lack of Commitment: Lack of vigorous debate does not prevent decisions from beingness made. Low squad involvement in how decisions are shaped and carried out leads to weak buy- in.

Avoidance of Accountability: When delivery is low, excuses are readily available when results are not achieved. "Nosotros all knew this was un-realistic to begin with, now you lot're going to hold us accountable?"

Inattention to Results: At this height stage, team members are investing valuable time and energy in the politics of cocky-protection. Obsessive email trails are stored for easy retrieval, stories are honed that explain where the break downwards occurred and past whom. It'southward every 'squad' member for him or herself. The commonage concept is crushed.

In highly functional teams the pyramid, inverted, is just equally relevant: High levels of trust leads to good for you, constructive candor in the service of unearthing the all-time ideas. Fully engaged team members feel loftier levels of delivery, because while their particular thought may not have won, they're perspective was heard and respected. This feeds a focus on individual and collective accountability to attain the goals agreed upon, which requires nigh total focus upon delivering results.

Lencioni captures the human essence of teamwork and connects the dots from trust to profit. Highly recommended.

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Mar 09, 2009 Jacob rated it it was ok

Conduct with me. I am highly skeptical of models as methods versus tools (I volition explain later) and of corporate literature. With that bias, this volume would have been lucky to become iii stars from me. Please proceed that in mind.

What I mean by a model as a method versus a tool, is that when a model is presented to aid people try and empathize how something functions I take no trouble with information technology. Meyers-Briggs personality test is a cracking example. Fun to have and compare with people and get an idea of wh

Bear with me. I am highly skeptical of models every bit methods versus tools (I will explain afterward) and of corporate literature. With that bias, this book would accept been lucky to get three stars from me. Please keep that in mind.

What I mean past a model as a method versus a tool, is that when a model is presented to assist people endeavour and sympathise how something functions I have no problem with it. Meyers-Briggs personality exam is a not bad case. Fun to take and compare with people and go an idea of where they come from. But if yous are a borderline on whatever of the 4 pairs and so depending on your mood you can easily have 2 even 4 different likely personality types. And there are 7 billion people in the world and only 16 types--they don't all fit in those 16 categories. When someone takes a model and tries to impose it on the world and say this is the way things are, then I cramp.

Regarding corporate literature in general, I won't say that it is useless, because information technology certainly isn't, simply it has simply a fractional effect as compared to actually experiencing working in a skilful team or for a good leader. It can be helpful but pales abreast a good leader pulling you lot aside to help you lot.

The "fable" itself? Actually not that bad for a teamwork volume. The whole thing is stilted considering it is wrapped around an agenda but on the good side it is curt, easy to read, and decently written. And I honestly tin can't say the 5 points are wrong--I recollect they are all valid.

In that location are much worse teamwork or leadership books out there. If y'all accept to read one, or are genuinely interested in this genre then selection it up. Otherwise I wouldn't utilize your valuable time. Two stars.

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This is another one of my "have to" and non "want to" reads. I would never even consider reading i of these types of books for fun, they are not my way at all. The data they contain is normally common sense stuff that people are aware of but unwilling or unable to comprise into their day-to-day work lives. About jobs are group based versus individual and even if you are in the mindset to make whatever changes that books like this deem necessary, information technology doesn't mean anybody else yous work This is another one of my "have to" and not "want to" reads. I would never even consider reading 1 of these types of books for fun, they are not my style at all. The information they contain is unremarkably common sense stuff that people are enlightened of simply unwilling or unable to incorporate into their mean solar day-to-day work lives. Most jobs are grouping based versus individual and even if you are in the mindset to make whatever changes that books similar this deem necessary, it doesn't mean everyone else you piece of work with is.

Thankfully the writer makes dry material into something tolerable by sharing his message in a story format and doesn't bog the volume down with graphs, sample work sheets and quizzes. It's pretty basic and to the signal with identifying problems and offering solutions. The length was acceptable as well as the writing style then I would place information technology a fiddling higher on my Dull Jane shelf. I suppose if I had to recommend one of these things I would this one over quite a few others, particularly if you wanted to know why your team sucked and how you could improve it.

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First line: "Only one person thought Kathryn was the right choice to become CEO of DecisionTech, Inc.

Summary: Lencioni identifies five problems with executive teams, which he presents through a story (legend) and then analyzes.

Spoilers! In equally much as reference books can accept spoilers.

The five dysfunctions are:
1. Absence of trust. Where trust is comfort with showing vulnerability and albeit mistakes to teammates.
2. Fear of conflict. Teams demand to be able to have passionate debate and walk abroad

Starting time line: "Merely one person thought Kathryn was the right choice to go CEO of DecisionTech, Inc.

Summary: Lencioni identifies v bug with executive teams, which he presents through a story (fable) and then analyzes.

Spoilers! In equally much as reference books tin have spoilers.

The 5 dysfunctions are:
1. Absence of trust. Where trust is comfort with showing vulnerability and admitting mistakes to teammates.
2. Fearfulness of conflict. Teams need to be able to have passionate debate and walk abroad with no collateral damage. Lencioni describes a "false harmony" that is a sign of this.
3. Lack of commitment. Phoning it in rather than buying into the project. The key here is while not everyone gets their way, they should all be heard and their opinions considered and valued.
four. Avoidance of accountability. Hither, they're talking virtually teammates being able to telephone call each other on poor functioning, rather than having all accountability done past the team leader.
five. Inattention to results. In particular, putting personal goals higher up team goals.

They seems similar fine goals. I'g a niggling unclear how to achieve them, despite the suggestions in the back. I as well feel like indicate two could easily be misconstrued. Permission to take passionate debate does not mean permission to be an asshole. Actually, I think Lencioni usually uses the term "argument," while I prefer "debate" because I retrieve it frames the issue in a more ceremonious way.

Anyhow, it had some interesting thoughts, and information technology certainly was a quick read. The story was lousy for fiction, though peachy for a reference book, and information technology did illustrate the problems.

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How lovely if things were actually this unproblematic.

February 26, 2013 Vam Norrison rated it did non like it

I'yard relatively new to the corporate world and detect heavy reliance on inane hierarchical-pyramid models and very linear "cycles" designed to describe organizations, relationships, goals, processes, progress and, ultimately, success. 'Five Dysfunctions' is a great example. While I'd love to rip into this book's awkward narrative structure, cartoonish characters, and kittenish melodrama, I'm certain many already have. If this book is to be considered a fable, it is only for its oversimplification I'm relatively new to the corporate world and observe heavy reliance on inane hierarchical-pyramid models and very linear "cycles" designed to describe organizations, relationships, goals, processes, progress and, ultimately, success. 'Five Dysfunctions' is a nifty case. While I'd love to rip into this book'due south bad-mannered narrative structure, cartoonish characters, and childish melodrama, I'm certain many already take. If this volume is to be considered a fable, it is just for its oversimplification and pretensions to wisdom. Life is a messy, confusing thing. '5 Dysfunctions' is no meliorate than a toy compass on your journeying through it. 1 redemptive, applied use for this book might be reading it with everyone in your dysfunctional group to provide a framework vocabulary to discuss real bug. (As well, if anyone has a passionate hatred for its construction and content, promote them.) ...more

Feb eighteen, 2017 محمد الملا rated information technology it was amazing

Simply, this book is "Must read books" list, I liked the story way to write the book, and the simple make Sense model of the five dysfunctions of teams

I already recommended this books to my friends, information technology'southward must read for every one

I will recommend that the reader should be ware of "Tuckman's stages of grouping development" which will put this volume in the right context

Simply, this volume is "Must read books" listing, I liked the story way to write the book, and the simple make Sense model of the five dysfunctions of teams

I already recommended this books to my friends, it's must read for every one

I will recommend that the reader should be ware of "Tuckman'southward stages of grouping development" which will put this volume in the right context

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forced to read this one for work. did some awful group work with it also. really not that helpful in a bullshit retail state of affairs.

This is a one of the all-time business novels out there. I love the idea of introducing concepts through a storyline of a fictional organization. The only matter better would be if it were based on actual events that was told in story class.

Kathryn is a CEO who takes over a visitor struggling with its market share and profit. She has the courage to attack the difficult issues rarely losing her sophistication and delivers criticism in a way that information technology mostly encourages word and positive conflict. I canno

This is a one of the best business novels out in that location. I love the idea of introducing concepts through a storyline of a fictional arrangement. The only thing better would be if information technology were based on bodily events that was told in story grade.

Kathryn is a CEO who takes over a company struggling with its market share and profit. She has the courage to attack the difficult problems rarely losing her composure and delivers criticism in a style that information technology mostly encourages word and positive conflict. I cannot say I have come beyond any managers in corporate America who are effective every bit Kathryn. However, I am convinced she must exist amongst us in the existent world. On the other hand I notice the dysfunctions described in this brusk novel to be on bespeak and rampant information technology manufacturing facilities and offices beyond the country. Every bit difficult as it is to admit, I saw myself a couple of times in some of the characters. I still think it would be a alpine order to effectively change the dynamics of piece of work teams beyond this great country. We are a culture based on competition and individual success and it will be quite challenging to modify that management. Challenging but not impossible.

I

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Was chosen for a work affair, then nosotros all realized that information technology didn't use to our grouping, because nosotros really aren't dysfunctional at all, and so nosotros scrapped our programme to talk over it and went skiing instead!
That being said, I did larn some very valuable lessons...ok, I didn't...merely I did read it, at least. For the good of the team. Was called for a piece of work thing, then we all realized that it didn't utilize to our group, because we actually aren't dysfunctional at all, then nosotros scrapped our plan to talk over it and went skiing instead!
That being said, I did acquire some very valuable lessons...ok, I didn't...but I did read it, at least. For the good of the team. ...more

Dec 03, 2016 C rated information technology really liked it  · review of another edition

Recommends it for: team leaders

Recommended to C by: Traction

This identifies the causes of dysfunction in a team, and tells how to avoid them. It's astute, applicable guidance on improving a team's performance by improving beliefs. The offset part is a fable, and the 2d function is an caption of the concepts.

It starts by saying that teamwork, more than than products, tech, etc., brand a company successful. Teamwork disintegrates if even i of the five dysfunctions is present. Teams succeed because they're exceedingly human. By acknowledging imperfections, the

This identifies the causes of dysfunction in a squad, and tells how to avoid them. Information technology's acute, applicable guidance on improving a team's operation past improving behavior. The first part is a fable, and the second part is an caption of the concepts.

It starts past proverb that teamwork, more than products, tech, etc., brand a company successful. Teamwork disintegrates if fifty-fifty one of the v dysfunctions is nowadays. Teams succeed because they're exceedingly human. By acknowledging imperfections, they overcome natural tendencies toward dysfunctions.

I've heard this book mentioned several times over the years. I decided to finally read it after it was referenced in Traction.

Notes
v Dysfunctions
Dysfunction i: Absence of Trust
A squad can't achieve results unless the members trust each other. Trust requires beingness vulnerable with each other (hither, trust doesn't refer to existence able to predict what a teammate will do, as in, "I trust Tom will do this."). Team members who aren't genuinely open nigh mistakes and weaknesses makes it impossible to build a foundation for trust. Healthy contend is a sign of trust.

Dysfunction ii: Fright of Disharmonize
Teams that lack trust are incapable of engaging in unfiltered and passionate contend of ideas. Instead, they resort to veiled discussions and guarded comments. Open, constructive, ideological conflict is critical. What makes meetings deadening is that they don't have conflict (movies are interesting because they have conflict, and and so are meetings).

Dysfunction 3: Lack of Commitment
Without having aired opinions in contend, team members rarely purchase in and commit to decisions, though they may feign understanding in meetings. People must weigh in earlier they can buy in, but it's OK to disagree and still commit.

Dysfunction iv: Avoidance of Accountability
Without committing to articulate plan of activeness, even most focused and driven people often hesitate to call their peers on behaviors and deportment that are counterproductive to skilful of squad. People need to accept bought into collective goals to hold each other answerable. When holding people accountable, assume they have the team's all-time interests in mind and are trying to be helpful, but still push them.

Dysfunction 5: Inattention to Results
Occurs when team members put individual needs (ego, career development, recognition) or divisions above collective goals of team. Must have clear, specific, actionable goals, and track adequately often (e.g., monthly). Everyone is responsible for meeting collective goals.

Viewed positively (opposites of dysfunctions)
1. Trust.
2. Engage in unfiltered conflict around ideas.
3. Commit to decisions and plans of actions.
4. Agree one another answerable for delivering against plans.
v. Focus on achievement of collective results.

How to avoid dysfunctions
Dysfunction 1: Build trust by sharing personality profiles (Myers Briggs), 360 caste feedback.

Dysfunction 2: Admit conflict can be productive. Remind each other when conflict arises. Personality profiles tell how people handle disharmonize.

Dysfunction 3: Set deadlines for decisions. Apply contingency and worst instance analysis to overcome fear of wrong conclusion.

Dysfunction 4: Publish goals and standards. Have regular progress reviews and feedback. Have rewards at team level, not private.

Dysfunction 5: Make results clear and public, and advantage merely those behaviors and deportment that contribute to those results. Necktie rewards, especially compensation, to team results.

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Jan 26, 2015 Tania Lukinyuk rated it really liked information technology

Skeptical business organization book reader, I had nil expectations from this book. I simply took it considering it was less than 150 pages and was recommended by two people whose opinion I respected.

I am happy to acknowledge that I was wrong. The book is written as a story of new leader coming to an IT visitor with poorly acting management team. The way she managed her new team members - very dissimilar, oftentimes contradicting and conflicting with each other or working in their silos - is great learning procedure on effect

Skeptical business book reader, I had zero expectations from this book. I merely took it because it was less than 150 pages and was recommended past two people whose stance I respected.

I am happy to acknowledge that I was wrong. The book is written as a story of new leader coming to an IT visitor with poorly acting management team. The way she managed her new squad members - very different, ofttimes contradicting and conflicting with each other or working in their silos - is slap-up learning process on effective squad building.

Grandly recommended.

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Mar sixteen, 2022 Oceana rated it really liked it

Very fun way of explaining his theory of the aspects of a dysfunctional squad and how to piece of work on correcting them. Major teamwork piece. Very informative and useful to bring into my new job!

I read this book ten years ago when it was first released. Back then I was at a point in my career where the lessons of this book were not really applicable to my circumstances. I decided to give information technology some other read every bit I remembered it to be a good book and since its release it has also gained a reputation equally one of the better books on the topics of Leadership and Organizational Development.

The book tells a story to illustrate the dysfunctions using the setting of an executive team in a fictitious com

I read this volume 10 years agone when it was outset released. Back so I was at a point in my career where the lessons of this book were non really applicable to my circumstances. I decided to give it another read as I remembered information technology to exist a proficient book and since its release it has also gained a reputation equally one of the better books on the topics of Leadership and Organizational Development.

The book tells a story to illustrate the dysfunctions using the setting of an executive squad in a fictitious company. This resonated with me every bit I am now part of an executive squad of similar makeup. The five dysfunctions are non rocket science and the book does not advise them to be such. The real value of the volume comes in walking through each dysfunction and agreement what the negative impacts of each are and on the flipside the benefits which curing each can bring.

No company or squad is perfect; there will e'er be dysfunction to some level. This volume offers a skilful yardstick against which a team can measure itself and gear up goals for improvement.

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February 19, 2012 Jamie rated it did not like it

I'm so lamentable that this is the first book I've finished in 2012. It was chosen for a book study at school. It'south an easy read, and has some very expert points and good information for squad building. Just, books like this are just abrasive to me. I'm not a fan of fables. It feels condescending. They just aren't my thing.

Kathryn takes over equally CEO of a software company and works to rebuild the leadership team of vice-presidents. She ruffles feathers, but ultimately prevails in edifice a cohesive, goal-or

I'm so sorry that this is the outset book I've finished in 2012. It was chosen for a volume study at school. It'south an like shooting fish in a barrel read, and has some very good points and good information for squad edifice. Only, books similar this are just annoying to me. I'k not a fan of fables. It feels condescending. They merely aren't my thing.

Kathryn takes over every bit CEO of a software company and works to rebuild the leadership squad of vice-presidents. She ruffles feathers, but ultimately prevails in building a cohesive, goal-oriented squad by focusing the team on the 5 main dysfunctions that are keeping the company from realizing its potential.

But I call back the most annoying detail is that the visitor is located in the Silicon Valley, specifically Half Moon Bay. Ummm...Half Moon Bay is a tiny coastal farming community and is due south of the Bay area, closer to Santa Cruz. Bad author! LOL

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Mar 29, 2017 Sarina rated information technology it was amazing  · review of another edition

Recommends it for: everyone

Recommended to Sarina by: My second eldest sis and her husband

Certainly a guide most of us are in dire need of or everyone should at to the lowest degree read once. It's necessary for teams or groups not just in the corporate world, but I recollect in all areas, fifty-fifty in academy or school level.
The translation by Farjana Mobin, and Onnorokom Prokashoni was just amazing.
It's similar I have become a part of Katheryn'due south team myself.

Hats off to the translating team for bringing such an important volume to the attention of the people of this state and hats off to the writer for w

Certainly a guide near of united states are in dire need of or everyone should at to the lowest degree read once. It's necessary for teams or groups not merely in the corporate world, but I think in all areas, even in university or schoolhouse level.
The translation by Farjana Mobin, and Onnorokom Prokashoni was just amazing.
It'southward like I have get a part of Katheryn's team myself.

Hats off to the translating team for bringing such an important book to the attention of the people of this country and hats off to the author for writing so conspicuously.

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Feb 26, 2021 Justas Butkus rated it really liked information technology

The techniques portion leaves a bit to be desired. Although information technology's clear that the author tries to show the simplicity of the underlying ideas - the proverbial devil remains in the details.

The short story is just fascinating. Building on the mechanisms pioneered past Goldratt it builds up tension, makes situations experience relatable and leaves wanting for more than of the aforementioned.

Information technology is an like shooting fish in a barrel read and it certainly have interesting bespeak.

As for stating it is a fable information technology is a surprisingly poor slice of literature viewed from the fiction side - which information technology claim to be stating that information technology is a legend. It does however practise its task in the sense of illustrating points. I am withal in doubt as to if information technology really enables the reader to implement any of this in real life - it might inspire useful discussions and information technology could be argued that that's the purpose?

It is an easy read and information technology certainly have interesting betoken.

As for stating information technology is a fable it is a surprisingly poor piece of literature viewed from the fiction side - which it claim to be stating that information technology is a fable. Information technology does nonetheless do its job in the sense of illustrating points. I am even so in doubtfulness equally to if it really enables the reader to implement any of this in existent life - it might inspire useful discussions and information technology could be argued that that's the purpose?

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Jul 08, 2017 Rita rated it it was astonishing

"In the context of building a team, trust is the conviction among squad members that their peers' intentions are good, and that there is no reason to be protective or conscientious around the group. In essence, teammates must get comfy being vulnerable with i another."

This.

"In the context of building a team, trust is the confidence amongst team members that their peers' intentions are good, and that there is no reason to be protective or careful around the group. In essence, teammates must become comfortable being vulnerable with ane another."

This.

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Aug 06, 2019 Grekz 1000 rated it information technology was amazing

I liked this volume a lot. I was entertained during the entire read.

Trust your teammates. Don't run abroad from conflict. Commit. Make yourself and teammates accountable. Focus on team goals over individual goals.

I liked this book a lot. I was entertained during the entire read.

Trust your teammates. Don't run abroad from disharmonize. Commit. Make yourself and teammates accountable. Focus on team goals over individual goals.

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This is the best business book I've read, which is to say, it wasn't consummate garbage. This is the best business book I've read, which is to say, it wasn't complete garbage. ...more

Thought it was an interesting, helpful, and fun read. Pretty quick to get through as well.

Jan 24, 2020 Jacquelin rated it it was amazing

This book is as incredible as I'd heard. I bought it without intending to, (long story), but as e'er - the Universe was really putting something in forepart of me I needed. When I picked it upwardly to read months later, it was the perfect time. Somewhat unfortunately, all the lessons made and then much sense because I'd seen them all play out. I look frontward to using what I gained from this book moving frontwards in my professional person career. I highly recommend! This book is as incredible as I'd heard. I bought it without intending to, (long story), but as always - the Universe was actually putting something in front of me I needed. When I picked information technology up to read months afterward, it was the perfect time. Somewhat unfortunately, all the lessons made so much sense considering I'd seen them all play out. I look forward to using what I gained from this book moving forward in my professional career. I highly recommend! ...more

Usually books about leadership, teamwork, and organizational culture bore me to expiry, merely this i is different; I finished information technology in around two hours, and it was an interesting read all the way through. As the clarification notes, Lencioni crafts a fictional but realistic story around a high-tech Silicon Valley startup in crisis: although they have ameliorate technology, expertise, and initial investments, in recent months they have been chop-chop ceding their advantage to competitors. A new CEO renowned Usually books near leadership, teamwork, and organizational civilisation bore me to death, just this i is different; I finished it in around two hours, and it was an interesting read all the way through. Equally the description notes, Lencioni crafts a fictional but realistic story around a loftier-tech Silicon Valley startup in crisis: although they have meliorate technology, expertise, and initial investments, in recent months they have been rapidly ceding their advantage to competitors. A new CEO renowned for her feel in building teams is brought in to milk shake things upwardly; the story revolves around her dealings with the diverse personalities within the company and her attempts to steer the company around.

The five dysfunctions of a team outlined in this book are quite elementary, and their results are also outlined:

ane.) Absence of trust LEADS TO need for invulnerability
2.) Fear of conflict LEADS TO fear of conflict
3.) Lack of commitment LEADS TO ambivalence
4.) Avoidance of accountability LEADS TO depression standards
v.) Inattention to results LEADS TO individual condition and ego over the team

I'm not going to go into likewise much detail hither; read the book. Many of united states of america have seen and been part of touchy feely team-building exercises. Chances are they work for a footling while, and and so nosotros settle back into our old habits. Lencioni even admits that "while at that place are certainly some benefits derived from rigorous and creative outdoor activities involving collective support and cooperation, those benefits do not always interpret directly to the working earth."

But he contends that it is teamwork - not finance, not strategy, not engineering science - that is the ultimate competitive advantage, because it is at once so powerful and so rare. So it's worthwhile to focus on building ane properly if you have a grouping of highly skilled people who accept to constantly piece of work together. (This emphasis on teambuilding might not be relevant for short term "hot groups" that are just put together for short durations to get a task washed and and then disbanded afterwards).

This storytelling approach works wonders for fabric that might otherwise be too fluffy or abstract; I was under the impression that it was a bunch of short fictional examples to describe specific concepts, but I was pleasantly surprised at the long continuous tale. Its uninterrupted length gives the reader an opportunity to chronicle to the various characters within the story, and keeps him/her engaged throughout. Indeed, I immediately began to associate those fictional characters to past team members in the real globe: the detestable know-it-all, the socially inept and tactless, the genius introverts, the crawly dude that fills whatever role that needs doing to get the chore done. They're all here.

On a personal level, I also recognized my ain personal dysfunctions in team situations, and will seek to work on them in the hereafter. Two examples:

one.) On many teams, I simply want to go my stuff done, without regard for the performance of the overall team. Putting the individual ego aside is tough to do without someone holding you lot answerable.
2.) I actively avert interpersonal conflict, even when information technology would be prudent and constructive to appoint in it. It's a character flaw.

In summary, I highly recommend the book. It'due south a super easy read, simple but engaging (a difficult thing to pull off), and very relevant if yous spend whatever time slogging it out with a group of individuals instead of working as a team. I'yard sure we've all been there.

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Oct 09, 2015 Jim B rated it liked it

3 stars ways "liked it." This volume contains a lot of wisdom, some of which is counter-intuitive for some people who've never worked on a positive team. For case, the get-go dysfunction -- lack of trust -- is hindered by the need to exist invincible and helped when people learn to be vulnerable, to "trust that their peers' intentions are expert and there is no reason to be protective or careful around the grouping." Some people will read those words and think that there is no grouping of people where the iii stars means "liked it." This book contains a lot of wisdom, some of which is counter-intuitive for some people who've never worked on a positive team. For example, the first dysfunction -- lack of trust -- is hindered by the need to be invincible and helped when people acquire to be vulnerable, to "trust that their peers' intentions are good and there is no reason to exist protective or careful around the group." Some people will read those words and recollect that in that location is no group of people where they do not have to be protective or careful, and that will continue them from building the necessary trust for a good team.

I don't believe that revealing the 5 dysfunctions is a spoiler -- you have to read the book to go the full logic and bear on, and to discover their roots and their treatment. Then here are Lencioni's V Dysfunctions:
1. Absenteeism of trust
2. Fear of conflict
iii. Lack of commitment
4. Avoidance of accountability
five. Inattention to results

Reading other reviews, I know that the story format is a popular feature of this volume. I realized, however, that I've read this book earlier (almost 6 - 8 years agone) and the story hasn't stayed with me. The almost useful data came from the pyramid diagram in the story, and the points made in the end section of the book.

Having served on several teams, merely especially parish teams, I think that there are a few parts of the book that aren't emphasized enough for a church building that reads the book. Unlike a business squad, the church team in my religion is non a top down hierarchy. Homo nature would like to accept its mode, of course, and most business books like this one emphasize a class of leadership that tin hands slip into the "lording information technology over" the members of the congregation. In the aforementioned department where he condemns consensus building, Lencioni does emphasize the need for "buy in" among squad members. What a business book fails to tell parish leaders is that the congregation needs some of that "buy in." Although the dysfunctions described in this volume harm churches far more than pushy leaders, a church functions in a spiritual realm and our message is discredited when a few people who believe they know best (and don't intendance about their beau congregation members to share their vision of what that "best" is) first making unilateral decisions. Just as Lencioni points out that a potent leader can create an accountability vacuum in a team by becoming "the only source of discipline" (page 215) and so a stiff leadership team that doesn't see their connexion to the congregation tin create situations where debate within the congregation is suppressed (despite Lencioni's admonition that debate is good for you) and the "collective wisdom" concept is limited to the leaders and never sought from the "rank and file" members who accept a stake in church matters and much wisdom as well.

Although I concord that the principles in this book need to be understood past every leader, I wish that a like book existed that addresses the tensions of leadership in a spiritual setting. In a congregation members are not customers nor the leadership team, and yet they are stakeholders and the Christ's people.

I concur with the principles, but when I line them up with what Jesus wants of leaders, I feel similar something is missing, including warnings about how business leadership is different spiritual leadership and advice that builds the whole body of Christ, not only a leadership team that is united in its decisions.

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I've been hesitant to read business-oriented books in the past. I've laid out my reasons why in a carve up blog post. When I was invited to participate in a volume guild at work and read and discuss the business volume The 5 Dysfunctions of a Team I was thrilled to participate, but my excitement was more than in being able to interact with other leaders and not as much regarding the book itself. Happily, I establish some value in the volume and would be willing to recommend it to the others.

The showtime cherry-red fla

I've been hesitant to read business-oriented books in the past. I've laid out my reasons why in a separate blog mail service. When I was invited to participate in a book guild at work and read and hash out the business organization book The 5 Dysfunctions of a Team I was thrilled to participate, just my excitement was more than in existence able to collaborate with other leaders and non as much regarding the book itself. Happily, I establish some value in the book and would exist willing to recommend information technology to the others.

The outset red flag that went upwards when I was introduced to the book was the subtitle: "A Leadership Fable." I immediately idea of Who Moved My Cheese? and the legend information technology is intended to be. That book, in my opinion, is so juvenile information technology's barely worth reading. (In fact, I don't actually think it is worth reading). I was worried The Five Dysfunctions would besides accept the simplistic to the betoken of offense road. Although The Five Dysfunctions is only written (don't await Dickens hither), I would not consider information technology a uncomplicated book. I fully admit that the book club interaction I had at work helped tremendously in assisting me to glean meaning and lessons from the volume. However, I practise believe there are lessons to exist learned hither fifty-fifty in the absence of having a team or guild to interact with while reading the book. The fiction in this case, as opposed to something like Who Moved My Cheese?, was surprisingly constructive. It was applicative without being infantile.

Inevitably, The V Dysfunctions posits its own "secret sauce" of teamwork along with the supreme obstacles to achieving it (hence the five dysfunctions). Reading this book wasn't exactly a revelatory experience, merely it does provide some additional insights I had not considered to the fullest extent. If any one author truly has plant the "secret sauce" of business organisation, teamwork, or whatever else, there would probably exist far less concern books to peruse and digest. I believe in the power of ideas, all the same, and The Five Dysfunctions requite some tasty food for thought.

In the end, I was pleasantly (albeit mildly) surprised by The V Dysfunctions. I didn't find information technology pretentious, as I do many business books. (Thankfully the author didn't recommend I had to read his book multiple times in a twelvemonth in lodge to truly appreciate information technology!). Teamwork, constructive and efficient teamwork, is desperately sought after in most all businesses, whether its a telephone call center or an emergency room staff. In that location is some good information to exist found here, and it's worth a read.

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This is a story about a team of executives who are suffering from 5 dysfunctions that have pretty much crippled them. As repeated a few times in the book, they should be doing dandy. They have more than money, a better production and more promise than their competitors, but they are declining. The heroine is Kathryn, the new CEO brought in to plow them and the company around.

Told as a story, this is a pretty good method of teaching what the dysfunctions are while giving examples of what they expect similar

This is a story nearly a squad of executives who are suffering from five dysfunctions that have pretty much crippled them. As repeated a few times in the book, they should exist doing great. They have more than money, a better product and more promise than their competitors, only they are failing. The heroine is Kathryn, the new CEO brought in to plow them and the company effectually.

Told as a story, this is a pretty good method of educational activity what the dysfunctions are while giving examples of what they look like in team dynamics. I enjoyed it for the most part, but it slowed downwardly about halfway through. Some of the interactions of the team were a little anticipated.

I didn't much care for the questionnaire. What adept is it if you tin't make copies to actually take the questionnaire? They can't wait folks to mark up their copy of the book, tin they? The end function that talks almost how to put the dysfunctions into apply is too a bit unhelpful, because information technology changes from advice to examples of how the dysfunctions might manifest to reasons why putting the changes in place would be difficult (without any tips on how to make information technology less then). Basically, the end affair isn't all that consequent.

While all of this is practiced stuff, the matter I exit of this is that for a team to make these changes, they're going to accept to be taught the dysfunctions and monitored/mentored by someone who knows the dysfunctions inside and out. It's not one of those books that one person alone can read and then transform into lasting change.

And then again, someone could read this and look for things they practice when interacting with their teams. It might help one recognize if they were contributing to one or more of the dysfunctions, possibly even help them understand why they might accept trouble working with others or why sure people on their teams are unliked, despite putting out quality piece of work.

So, I liked this. It isn't earthshattering, but it has a solid story, a skillful example of a squad turning around, and a short list of actions that can make or break a team'south success. I'd recommend it to folks who enjoy reading books nigh teamwork, and those who'd rather go their team advice via a story rather than a manual.

I borrowed the review copy of this volume.

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Nov 10, 2010 Sam rated it really liked information technology

Patrick Lencioni classified 5 dysfucntions of a team:
1. Abesent of trust
2. Fearfulness of disharmonize
3. Lack of commitment
4. Avoidance of accountability
five. Inattention to event

The story is piddling bit strange to me equally the recruit or promotion of a senior management seems to be so open up and become a company decision instead of teh CEO make it final. It is not important for the theme of this book, just make me feel strange when reading this section. Is that cultural difference I found?

Notwithstanding, I woul

Patrick Lencioni classified 5 dysfucntions of a team:
ane. Abesent of trust
two. Fear of conflict
3. Lack of commitment
4. Avoidance of accountability
v. Inattention to result

The story is little fleck strange to me equally the recruit or promotion of a senior management seems to be and so open and get a company conclusion instead of teh CEO make it last. Information technology is not important for the theme of this volume, just brand me experience strange when reading this section. Is that cultural departure I found?

Nonetheless, I would consider Lack of commitment as the well-nigh of import of all. We can discover many cases of poor team performance based on this. Why? they dont want to put their effort here, and they merely want to have a free ride. The individual is trustworth, aggressive, simply as the story say, it come up to no commitment and accountability in group works.

If the members of a team is coommitted and focus on the team project, the other 3 dysfunctions can be much easy to fixed when the members leap into work.

Sometimes, it is putting the wrong guys in the positon, that ways a gap betweeen the personell attribution to the chore requirement that kill the project.

Anyway, I concur with the author that a clear, reaonable objective is the commencement thing for the team. And then how the team leader treat the members fair is disquisitional, especially, tasks to each person is dissimilar and very difficult to compare. And we cannot forget :you lot get what you measure.

A good book to stimulate thinking and reflection of by experience.

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Patrick Lencioni is a New York Times best-selling author, speaker, consultant and founder and president of The Tabular array Group, a house defended to helping organizations go healthy. Lencioni'southward ideas around leadership, teamwork and employee engagement have impacted organizations effectually the globe. His books take sold nearly iii million copies worldwide.

When Lencioni is not writing, he consults to

Patrick Lencioni is a New York Times best-selling author, speaker, consultant and founder and president of The Table Group, a firm dedicated to helping organizations become good for you. Lencioni'southward ideas around leadership, teamwork and employee engagement have impacted organizations around the globe. His books have sold nearly three million copies worldwide.

When Lencioni is not writing, he consults to CEOs and their executive teams, helping them to become more than cohesive inside the context of their business strategy. The widespread appeal of Lencioni'southward leadership models accept yielded a diverse base of clients, including a mix of Fortune 500 companies, professional sports organizations, the armed services, not-profits, universities and churches. In addition, Lencioni speaks to thousands of leaders each year at earth grade organizations and national conferences. He was recently cited in the Wall Street Periodical equally one of the virtually sought-after business speakers in the nation.

Prior to founding his firm, he worked as a corporate executive for Sybase, Oracle and Bain & Company. He also served on the National Board of Directors for the Make-A-Wish Foundation of America.

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