Patrick Lencioni
Teamwork is the main theme of Patrick Lencioni’s book The Five Dysfunctions of a Team. In this book, the author outlines how to effectively work as great teams by eliminating five of the most common roadblocks that impede a team’s ultimate success. Teamwork is vital to any successful group, because it can distinguish a team from others as it is uncommon--yet so powerfully effective when achieved. Undeniably, the author argues that great teamwork propels any team to great success regardless of circumstances.
One of the first points made in the book is that building a team is not rocket science. Indeed, eliminating the five most common dysfunctions of a team is simple in theory. However, actually striving to eliminate the five dysfunctions of a team on a day to day basis with real people can be challenging—yet it is possible for any group committed to true teamwork.
The first dysfunction which is the most critical is an absence of trust. If team members do not trust one another and are not willing to be open and honest with each other, than the team will be ineffective. Team members must be willing to be vulnerable when working together, and the manifestation of trust amongst a team is demonstrated by the amount of open debate and productive arguing they engage in. This leads us to the second dysfunction which is fear of conflict. These two dysfunctions are the most common and the most critical to any team and for this reason, I wish to elaborate on them.
True trust among team members exists when people openly and honestly express what they think. The author contends that if a team is unwilling to participate in frequent constructive conflict, then their chances for success are through. Thus, effective teams do not avoid hard facts or confrontation, but instead they actively engage in conflict. Great teams do not hold back because trust exists among them.
An important part of these dysfunctions is that team members must realize arguments are based on what is good for the team. A team that has members who trust each other avoids oversensitive and insecure feelings that open and honest debate can often produce. Instead of threatening or offending, honest opinions encourage and inspire. Team members that trust each other never leave a passionate argument with hurt feelings, or damaged egos.
To build further on the importance of these dysfunctions, the author points out that most people do not necessarily expect to get their way, however they do expect to be heard. When trust exists in a team, members engage in open discussion and people are able to unload their personal opinions. This allows members to feel not only listened to but also like an important contributor to the team. This in turn results in more engaged and committed team members.
In the end, all great relationships require conflict in order to grow. Teams that are able to build trust and engage in constructive conflict will eliminate the first two most common and harmful dysfunction of a team. Building trust as a team and engaging in constructive conflict will open the doors to success.
Next week I will continue with the other three most common dysfunctions outlined in the book…
Read The Five Dysfunctions of a Team Part 2See how I ranked this book
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