5+Dysfunctions+of+a+Team_Final_20200228.pptx
- 1. Five Dysfunctions of a Team: Symptoms, Assessment & Intervention Megan Johnstone, PhD Jack Kues, PhD Rebecca Lee, PhD, RN February 28, 2020
- 2. Introduction • Lencioni P. The Five Dysfunctions of aTeam. San Francisco, CA: Jossey-Bass; 2002. • Lencioni P. Overcoming the Five Dysfunctions of aTeam. San Francisco, CA: Jossey-Bass; 2005.
- 3. Avoidance of ACCOUNTABILITY Lack of COMMITMENT Fear of CONFLICT Absence ofTRUST Inattention to RESULTS The purpose of todays introduction to this model is to give you some insight into our team. We should be able to periodically assess and manage what is happening when working with others. This pyramid describes the possible dysfunctions within a team and goes to say that if we find our teams with any of these dysfunctions, then we must address it from the bottom up. The Model
- 4. Results From GA ManagementTeam Assessment 6.0 7.5 8.1 7.1 6.4 - 1.00 2.00 3.00 4.00 5.00 6.00 7.00 8.00 9.00 Lack of Trust Fear of Conflict Lack of Commitment Avoidance of Accountability Inattention to Results 4-1-3-2-5 6-7-8-11-9 12-10-13-14-15 Total Score Statements
- 5. Without a certain comfort level among team members, a foundation of trust is impossible. Teams without trust are reluctant to be vulnerable with one another, they hesitate/are afraid to ask for help, and they tend not to be honest about their abilities As a result, members fail to recognize and tap into one another’s skills & experiences meaning that great ideas are not being generated and abilities not being utilized. Symptoms Team members are afraid to say they were wrong about something They try to conceal their weaknesses & mistakes Often jump to conclusions about others’ intentions and aptitudes Dysfunction #1: Absence ofTrust TRUST
- 6. A team lacking in trust will be afraid to engage in healthy conflict. Many people feel uncomfortable with engaging in unfiltered, passionate debate about key issues.They will go out of their way to avoid conflict. In a work setting where team members do not openly air their opinions, inferior decisions, back-stabbing, out-of- meeting personal attacks will be the results. Symptoms Members are afraid to disagree, challenge and question one another Members fear hurting someone’s feelings They go behind another’s back to get things done They set up meeting-after-a-meeting to vent They generally play politics Dysfunction #2: Fear of Conflict CONFLICT TRUST Thought: Generating ideas at the beginning to get a strategic project going is critical. But what if team members can’t tell the manager, “I don’t think your idea is very good and here’s why…”?
- 7. Without conflict, it is difficult for team members to commit to decisions. Lack of clarity and buy-in prevents team members from making decisions they will stick to.This means that people won’t work to their full potential, and this can get them disgruntled. Symptoms Team often revisits discussions and decisions There is ambiguity about direction and priorities Members are confused about purpose and keep discussing the same issues Dysfunction #3: Lack of Commitment COMMITMENT CONFLICT TRUST Thought: Committed teams have a direction, know their goals & priorities, understand the objectives and where they are headed, learn from mistakes and move forward.
- 8. When teams don’t commit to a clear plan of action, even the most focused and driven individuals hesitate to call out their peers on actions and behaviors that may seem counterproductive to the overall good of the team. And the irony of holding back on calling people out, for fear of conflict, is that eroding performance creates more resentment between members. Symptoms Teams miss deadlines and key deliverables Mediocre or declining performance One person does all the work for the team Dysfunction #4: Avoidance of Accountability COMMITMENT CONFLICT TRUST ACCOUNTABILITY Thought: Teams that embrace accountability respect each other but holds one another to standards for behavior and results, in a constructive manner.
- 9. Thought: We are all BUSY PEOPLE with lots of competing demands! However, the hallmark of a successful team is results achievement! When everyone focuses on collective results and minimizes individualistic behavior, everyone is accountable, and everyone enjoys the success. However, if a team loses sight of the need for achievement, the business ultimately suffers.When individuals are not held accountable, team members gravitate toward their personal goals at the expense of the collective goals of the team. Symptoms Poorly defined goals; no shared data to track progress Get nothing accomplished, stagnates/fails to grow. Work on the wrong things Lose star performers Team members take care of themselves Dysfunction #5: Inattention to Results COMMITMENT CONFLICT TRUST ACCOUNTABILITY RESULTS
- 10. Trust:Take-Home
- 11. Agreement is the destination, debate and discussion pave the road. If everyone is on the same page at the beginning, it’s probably not going to be a very interesting story. Challenge the idea, not the person. Assume positive intent. Express appreciation every time you feel it; the more you express it, the more you feel it, and the more it comes back around. Conflict: Take-Home
- 12. Commitment: Take-Home You must know where you are going before you start a trip. Make sure our team is traveling together. Sometimes, it may not be a lack of commitment, it may be a lack of direction.
- 13. Accountability:Take-Home Not Good For The Team? YOU ARE ALSO ACCOUNTABLE IF YOU DO/SAY NOTHING ABOUT IT.
- 14. Attention to Results: Take-Home
Editor's Notes
- #4: I’d like to go quickly through the 5 dysfunctions of a teams. We are going to spend quite a bit of time talking about each one of these. But first, let’s see if your own teams have any of these problems. The use of a pyramid to describe these dysfunctions is important. Groups must address these issues from the bottom up. The purpose of todays introduction to Lencioni’s model is to give you some insight into groups……and teams to which you belong. Specifically we want to help you be able to assess and manage what is happening when you are working with others.
- #5: Here are the scores from the assessment we took. For all scales, scores of Above 7 means that the dysfunction is probably not an issue for our team. A score of six to seven, means the dysfunction COULD be an issue for our team. A score of 3-5 means the dysfunction needs to be addressed immediately. Looking at the scores I see here, it looks like we need to do more around trust and our inattention to results. We need to watch avoidance of accountability. What does this really mean?