Overcoming the Five Dysfunctions of a Team

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Liberty University

Overcoming the Five Dysfunctions of a Team 4-Mat Book Review

A 4-MAT BOOK REVIEW SUBMITTED TO DR. DEBBIE WARREN
IN PARTIAL FULLFILLMENT OF THE REQUIREMENTS OF
THE COURSE CLED 610

LIBERTY BAPTIST THEOLOGICAL SEMINARY

BY

DURHAM, NORTH CAROLINA
SUNDAY, NOVEMBER 20, 2011

ABSTRACT
In order to be an effective team you must accomplish your set goals. To achieve this task a team must first discover and overcome the five dysfunctions of a team. According to Lencioni (2005), “Dysfunction #1 Is the Absence of Trust: Members of great teams trust one another on fundamental, emotional level, and they are comfortable being vulnerable with each other about their weaknesses, mistakes, fears, and behaviors. Dysfunction #2 is Fear of Conflict: Teams that trust one another are not afraid to engage in passionate dialogue around issues and discussions that are key to the organization’s success. Dysfunction #3 is the Lack of Commitment: Teams the engage in unfiltered conflict are able to achieve genuine by-in around important decisions, even when various members of the team initially disagree. Dysfunction #4 is Avoidance of Accountability: Teams that commit to decisions and standards of performance do not hesitate to hold one another accountable for adhering to those decisions and standards. Dysfunction #5 Inattention to Results: Teams that trust one another, engage in conflict, commit to decisions, and hold one another accountable are very likely to set aside their individual needs and agendas and focus almost exclusively on what is best for the team.”

A team is usually a small group with anywhere from three to twelve people. Their responsibility is to share common goals, rewards and responsibilities. They should also be willing to set aside their own needs for the benefit of the team. In order for a team to really establish trust they must be risk takers, open and vulnerable towards each other without the assurance of being hurt and humiliated as an end result.

People that do not trust each other cannot work together effectively on a team. Because when people don’t trust each other they can’t receive anything from the team member that they distrust or have alt against. A debate can easily turn into an argument, which is not in the best interest of the team.

An effective team should also know how to resolve conflicts without avoiding important issues. Everyone on the team will not always agree. However, it’s okay to agree to disagree in a professional and respectful manner.

It is essential that the team leader effectively communicate with the staff members in a timely manner. This is considered cascading communication; communication should take place within twenty-four hours of the leadership meeting. This should be a personal meeting conducted by phone or in person in order to give the employee a chance to get clarity on any questions or concerns that they may have.

According to Lencioni (2005), The purpose of the Thomas – Kilmann conflict model is “to help teams identify and understand their conflict tendencies.” This model explains five different ways to deal with conflict. Based on variables such as how people value their assigned task in comparison to how they value the relationship with co-workers. This model is to make people mindful of the manner in which they approach and speak to others.

CONCRETE RESPONSE
Overcoming The Five Dysfunctions of a Team has given me invaluable insight on how to approach and tackle various situations as they relate to team building.
I am the owner of The Christian Prep Academy a pre – school. I re-call having such a hard time retaining good teachers; I now realize that my leadership team was very dysfunctional. My assistant was an acquaintance that was mourning the loss of her own business. Even though, she was a great teacher, her leadership skills left a lot to be desired. I misplaced my trust in her and she literally tried to destroy my...
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