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The FIVE Dysfunctions of a TeamSherry CrumEd Zuech
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Leading Your Team
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Got Dysfunction?
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Absence of
Trust
If members of a team do not trust each other they cannot be totally honest with each other
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#1 – Absence of Trust
Teams members that lack trust… Conceal weaknesses and mistakes Don’t ask for feedback or help Hesitate to offer help to others Jump to conclusions about intentions Fail to recognize and utilize others’
skills Waste time managing behaviors Hold grudges Dread meetings/spending time
together
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Absence of
Trust
Fear of
Conflict
Without trust people will not have healthy debates that are necessary to arrive at better thought through decisions
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#2 – Fear of Conflict
Teams that fear conflict… Have boring meetings Have environments where back channel
politics and personal attacks thrive Avoid controversial topics critical to
success Fail to tap into opinions and perspectives Waste time with posturing and
interpersonal risk management
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Absence of
Trust
Fear of
Conflict
Lack of
Commitment
If the team has not aligned behind a decision, individual members who did not agree with the final decision will be less committed to it
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#3 – Lack of Commitment
Teams that fail to commit: Do not have clear goals, directions and
priorities Spend excessive amounts of time
analyzing situations Frequently revisit the same conversation
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Absence of
Trust
Fear of
Conflict
Lack of
Commitment
Avoidance of
Accountability
If team members are not committed to the course of action, they are less likely to feel accountable (or hold others accountable)
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#4 – Avoidance of Accountability
Teams that avoid accountability… Create resentment between members Encourage mediocrity Miss deadlines and key deliverables
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Absence of
Trust
Fear of
Conflict
Lack of
Commitment
Avoidance of
Accountability
Inattentionto
Results
People who are not held accountable are less likely to care about the group results
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#5 – Inattention to Results
Teams that are not focused on results… May be focused on team “status” May be focused on individual
careers/goals
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Overcoming DysfunctionHow to become a functional team…
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#1 – Absence of Trust
Personal Histories Exercise Team Effectiveness Exercise Personality and Behavioral Preference
Profiles 360 –Degree Feedback Experimental Team Exercises
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#2 – Fear of Conflict
Mining Real-Time Permission Other Tools
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#3 – Lack of Commitment
Cascading Messaging Deadlines Contingency and Worst-Case Scenario
Analysis Low-Risk Exposure Therapy
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#4 – Avoidance of Accountability
Publication of Goals and Standards Simple and Regular Progress Reviews Team Rewards
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#5 – Inattention to Results
Results-Based Rewards Public Declaration of Results
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Overcoming DysfunctionThe Role of Leaders and Members
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Trust - Leader
Demonstrate genuine vulnerability first Create environment that does not
punish vulnerability
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Trust - Members
Acknowledge someone is being vulnerable
Empathize Open up, meet them half way Support an environment that does not
punish vulnerability Provide honest feedback when asked Know your own weaknesses
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Conflict - Leader
Avoid temptation to protect team members
Personally model appropriate conflict behavior
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Conflict - Members
Participate, keep it in the meeting Share your thoughts Don’t make it personal
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Commitment - Leader
Be comfortable with prospect of making wrong decisions
Push group for closure around issues and adherence to schedules
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Commitment - Members
Ask questions for more clarity Participate in defining “realistic”
timelines Meet deadlines Don’t suffer from “Analysis Paralysis”
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Accountability - Leader
Avoid creating an accountability vacuum Encourage and allow team to serve as
primary accountability mechanism Serve as ultimate arbiter of discipline
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Accountability - Members
Self manage Don’t look the other way Keep team apprised of status Share delays and missed deadlines in
advance Don’t make excuses Ask for help with priorities
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Results - Leader
Set the tone for a focus on results Be selfless and objective Reserve recognition and rewards
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Results - Members
Be selfless and objective There is no “I” in team
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5 Dysfunctions of a Team
Absence of
Trust
Fear of
Conflict
Lack of
Commitment
Avoidance of
Accountability
Inattentionto
Results
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What team are you on?How do we manage our multitude of priorities…