Highly Recommended
The Five Dysfunctions of a team, Lencioni's beginning with a fictional application of the principles and laying out the issue relating to five dysfunctions was done in a clear and clear-cut manner. These descriptions' of the five principles worked with the diagram of the pyramid with the visual example of how one builds on another until reaching the scale of dysfunction. The first level, Absence of Trust, became the base of the pyramid for the four remaining dysfunctions; all beginning with the basic lack or trust. In the world of its reality, it helps to define that if a team member is refusing to trust the group, dysfunction can become the standard pattern of behavior. Whether if it is teachers, a cheerleading squad, or Osama bin Laden's death, trust is the ground that the pyramid my start out on for the success of the team. The core of a team is designed and developed through trust, but without trust in one another, members gain a sense of mistrust and a lack of willingness to correctly connect and reveal their personal weakness to their team. Giving the example of a cheerleader squad is that if the team did not build up trust as a team, then the lightest cheerleader my not want to be on the top of the human pyramid for fear of falling. Or we would not be celebrating the death of bin Laden if the President did not trust the team that located him, and if the Navy Seals felt the President's orders were dangerous. But as the Seals trusted the President's orders we are now a little after from terrorist activity. When we are under someone, we have to trust them of voice out thought to the team positively to build trust. Fear of conflict is level two when trust in one another is not willingly engaged in with honest and genuine conflict. This reality is at the point when teams are seldom agreeing on everything brought to the table and if the disagreements are not being dealt with honestly, this develops a fear of conflict. When each person is not facing the team conflicts, this allows the unresolved conflicts to start the destruction of the pyramids top levels of a working team. Avoiding the conflicts will achieve nothing and create only the false sense of agreement. Dealing with the conflict with truthful agreement and disagreement leads to a healthy relationship and refusal of being honest will spell certain disaster. Level three, the Lack of commitment; by not being open and honest when disagreeing, the team will assume you agree. Groups who do not deal honestly with the disagreement on issues will accomplish nothing in doing something. Honest debate and disagreement among team members will help a person decide what they feel they should commit to and disagree with to show trust in another idea. Avoidance of accountability, level four. With team members not willing to commit, many decisions will not be made and could show that a team member is lacking responsibility. Committing leads to showing that a person is reasonable and can be counted on to help make a final decision, but not being accountable, leads to a group hold one another accountable for negative results. Not being accountable will start to convince a person that you or someone is not reasonable enough to be trusted when given a task. The cap of the pyramid, level five, inattention to results; this last level of dysfunction is a collection of the lack of trust that has built up. All this dysfunction has accomplished nothing, but anti-trust among the team. The final g
Was this review helpful? Yes NoThank you for your feedback.
Report this reviewThank you, this review has been flagged.