the five dysfunctions of a team assessment

Finally two ours spent talking about conflic.Seems to have convinced the group of serious issue, but they are skeptics.People start to have some conflict, and CEO continues to point at lack of information flow.They identify them and then almost get into a conflict, but then it fizzles.She gets everyone to derive some shared goals.They spend time getting to know one another.She sets some ground rules for the meeting involving being present.That seems to stem from her perception that there is a lack of debate.People might not like the changed company afterward.Explains that the goal of the offsite are to 'Achieve results'.CEO explains frankly why everyone is there.

She continues to reiterate that her first job is to rescue the company, and thats more important then any one sales opp.CEO asks team to move the sales meeting.Team announces there is a Sales opp but it conflicts with the first executive offsite.Known as 'The Staff' instead of the team.Her extensive background gives her confidence in her choices regardless of her on knowledge of software.She sets up executive offsites as one of her first tasks.The CEO is chosen, seems an unlikely pick.Kathryn is put in charge of failing tech company.This book start by telling a realistic, but fictional story about a CEO dealing with a dysfunctional team and then will introduce methods for how to deal with that situation. The author states that many leaders know this already but they are unsure of how to achieve it. Teamwork is the ultimate competitive advantage because it is so rare. Understanding and Overcoming the Five Dysfunctions.When folks find it hard to work to a shared goal and have others account for their actions they tend to focus on their own goals over the team goals.If we can't have constructive conflict around our commitments its hard to ensure that the team is working towards a shared goal.Inability to hold people accountability.If you aren't bought in, you won't follow through.If you can't have constructive conflict you can't get alignment and buy in.This relates to conflict, because constructive conflict is about making things better.This is important because if you aren't vulnerable, it's hard to get to the heart of the matter.Team members don't trust others show vulnerability, which means individuals won't.He outlines a powerful model and actionable steps that can be used to overcome these common hurdles and build a cohesive, effective team. Lencioni reveals the five dysfunctions which go to the very heart of why teams even the best ones-often struggle. The Five Dysfunctions of a Team: A Leadership Fable

The five dysfunctions of a team assessment