The Five Dysfunctions Of A Team PDF Free Download

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The Five Dysfunctions of a Team
AuthorPatrick Lencioni
CountryUnited States
LanguageEnglish
GenreBusiness, marketing, management, teamwork
Published2002 (Jossey-Bass)
Media typePrint (hardcover)
Pages229
ISBN978-0-7879-6075-9

The Five Dysfunctions of a Team is a business book by consultant and speaker Patrick Lencioni first published in 2002. It describes the many pitfalls that teams face as they seek to 'grow together'.[1] This book explores the fundamental causes of organizational politics and team failure. Like most of Lencioni's books, the bulk of it is written as a business fable. This book has appeared on American best-seller lists including: The New York Times Best Seller List, Business Week, Wall Street Journal and USA Today.[2]

Answers to some common questions about facilitating The Five Behaviors®. In The Five Dysfunctions of a Team Patrick Lencioni once again offers a leadership fable that is as enthralling and instructive as his first two best-selling books, The Five Temptations of a CEO.

The issues it describes were considered especially important to team sports. The book's lessons were applied by several coaches to their teams in the National Football League in the United States.[3]

Summary[edit]

According to the book, the five dysfunctions are:[4]

  • Absence of trust—unwilling to be vulnerable within the group
  • Fear of conflict—seeking artificial harmony over constructive passionate debate
  • Lack of commitment—feigning buy-in for group decisions creates ambiguity throughout the organization
  • Avoidance of accountability—ducking the responsibility to call peers, superiors on counterproductive behavior which sets low standards
  • Inattention to results—focusing on personal success, status and ego before team success

Characters[edit]

  • Kathryn Petersen, newly appointed Chief Executive Officer of fictional company DecisionTech, Inc.
  • Jeff Shanley, Former CEO, Cofounder, Head of Business Development.
  • Michele (Mikey) Bebe, Head of Marketing.
  • Martin Gilmore, Chief Technologist.
  • Jeff (JR) Rawlins, Head of Sales.
  • Carlos Amador, Head of Customer Support.
  • Jan Mersino, Chief Financial Officer.
  • Nick Farrell, Chief Operating Officer.

Periodical reviews[edit]

  • Harvard Business Review; Apr2002, Vol. 80 Issue 4, p28, John T. Landry
  • Publishers Weekly March 25, 2002 v249 i12 p54(1),
  • Top books of 2002: how to manage Jack Covert. Greater Baton Rouge Business Report Jan 21, 2003 v21 i10 p29(1)
  • Booklist April 1, 2002 v98 i15 p1288(1)
  • Library Journal April 15, 2002 v127 i7 p102(1)
  • CMA Management July–August 2002 v76 i5 p6(1)
  • Canadian Manager Fall 2002 v27 i3 p31(1)

Criticism[edit]

Gordon Curphy and Robert Hogan, both organizational psychologists and leadership researchers, provide a critical perspective on Lencioni's team model in their book The Rocket Model: Practical Advice for Building High Performing Teams.[5] While they clearly emphasize The Five Dysfunctions of a Team's contributions to the field they also point out major drawbacks of the model:

'Lencioni's model provides useful insights about team dynamics and has some advantages over the other models. The model is straightforward, identifies many of the reasons why teams fail, and offers practical advice on how to build high-functioning teams. Lencioni also deserves credit for pointing out the following:

  1. The importance of the 'first team'.
  2. The need for leaders to teach teams how to win.
  3. The recognition of time wasted avoiding conflict.
  4. Cascading effect of leadership team dynamics.
The

The simplicity of the Five Dysfunctions model and key insights make it popular among human resource professionals and team consultants. Nonetheless, Lencioni's book is explicitly a work of fiction; it is not based on research and its practical recommendations lack empirical support. For example, when the trust level among team members is low, Lencioni recommends that leaders put them through a series of personal disclosures. However, there is little likelihood that these activities can build trust in dysfunctional work teams. According to Katzenbach and Smith, the only effective method for teams to build trust and cohesion is to do real work,[6] and using the Myers-Briggs Type Indicator, the results do not constitute real work. Similar problems afflict the four other dysfunctions.'[5]

The Five Dysfunctions Of A Team PDF Free Download

References[edit]

  1. ^'Book Summary: The Five Dysfunctions of a Team'. www.talentsquare.com. Retrieved 2016-01-23.
  2. ^The BusinessWeek Best-Seller List, BusinessWeek, January 30, 2004, archived from the original on August 8, 2007
  3. ^Del Jones (November 28, 2005), Business leadership book wins fans in NFL – Several coaches apply 'Five Dysfunctions' to game play, USA Today
  4. ^Patrick Lencioni (2002), The Five Dysfunctions of a Team, Jossey-Bass, ISBN0-7879-6075-6
  5. ^ abCurphy, Gordon; Hogan, Robert (2012). The Rocket Model: Practical Advice for Building High Performing Teams. USA: Hogan Press. pp. 19–21. ISBN978-0984096985.
  6. ^Katzenbach, Jon (1994). The Wisdom of Teams. USA, Boston: HarperBusiness.

External links[edit]

Retrieved from 'https://en.wikipedia.org/w/index.php?title=The_Five_Dysfunctions_of_a_Team&oldid=996108781'
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The Five Dysfunctions of a Team: A Leadership Fable, by Patrick Lencioni is a very classic book. It’s about building a great team.This book presents the tips to create a healthy relationship among teammates and to produce the desired outcome. This book tells, how to become a good leader who can resolve any kind of disagreements between the teammates or fellows. This book is for every one who is indulged in teamwork or who is leader to any team. In the book The Five Dysfunctions of a Team, Patrick Lencioni explored the major obstacles that prevent most of the organizations from giving their finest output. He examined and elaborated the five basic dysfunctions present in most of the teams i.e.

Absence of Trust, Fear of Conflict, Inability to Commit, Avoidance of Accountability and Inattention to Results. At the end of the book he provided the readers with a model for overcoming these dysfunctions. He explained every thing with the help of the character, Kathryn Petersen who is a newly hired CEO to Decision Tech, a Silicon Valley firm. The firm is struggling for its existence in the market and at that time a new CEO is introduced to it. The CEO is handed the charge of a group of Executives, which is totally dysfunctional. There exist a lot of conflicts among them. Pokemon rpg maker game. In this book he has shown a “Five Dysfunctions Model” in a pyramidal structure along with complete symptoms of each and every dysfunction. He explained what role a leader must play for winning the battle against that dysfunction. The entire problem described is displayed among the characters working under the CEO, which gives the reader far more clearance than practical experience.

The author presented some ways to treat the dysfunctions:

  1. Absence Of Trust: This dysfunction hinders many organizations to produce effective teamwork. If team member are practically open to others regarding mistakes and shortcomings, the trust among them is impossible to strengthen.
  2. Fear Of Conflict: This dysfunction is a result of first one. This dysfunction prevents the members from expressing their views over others work, thinking or decisions. This dysfunction prevents an honest debate over critical issues.
  3. Avoidance Of Commitment: If the discussions are not honest, no one will get space to express his thinking over any issue. This will loosen their commitment over the decisions of the team.
  4. Lack Of Accountability: Lack of accountability will arise if all the members are not satisfied with the decisions of the team. The only way to improve the standard of the teamwork is the presence of peer pressure of work. The leader should always be ready with an alternative if the first implementation method fails.
  5. Inattention to Results: In most of the teams the desire to get individual credits exists. This disintegrates the focus of individuals over the collective success.

This book simply tells to take care of each and every pillar of the team. He presented efficient ways to discuss the business strategies and confidential issues. He also emphasized on the principle steps to get the right of governing the group. It tells that you can build trusty atmosphere between you and your teammates just with the help of some introductory measures. In this book the author boost up the team members to create a close relationship environment. The real life business issues must be discussed among the team members either by debate or by any presentation/speech. Patrick Lencioni specified all the challenges that a leader might face in his work. Patrick Lencioni provided the readers with certain specifications of the IT industry. He also expressed his dissatisfaction over some experiential programs implemented to prepare a strong team. But he also believes that these experimental practices can act as effective measures if they are applied on fundamental platforms. He explained the advantages of using the consultancies with strong foundations. Those organizations that have effective team management must read this book to improve the performance of their teams. Most of the teams with administrative responsibilities will look this story as any other normal story, but they will realize that the examples explained are somewhat similar to those they encounter in their real life. The book was really entertaining and successfully remained on the best sellers list for a long time.

References:

The Five Dysfunctions of a Team: A Leadership Fable, by Patrick Lencioni,

Publisher: Jossey-Bass, 2002, ISBN: 0787960756.

The Five Dysfunctions of a Team: A Leadership Fable, by Patrick Lencioni,

Publisher: Random House Audible, 2002, ISBN: 0739304739.

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Five Dysfunctions Of A Team Discussion Guide

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