My thoughts on the
Five Dysfunctions of a Team: A Leadership Fable by Patrick Lencioni:
Amazon description said:
In The Five Dysfunctions of a Team Patrick Lencioni once again offers a leadership fable that is as enthralling and instructive as his first two best-selling books, The Five Temptations of a CEO and The Four Obsessions of an Extraordinary Executive. This time, he turns his keen intellect and storytelling power to the fascinating, complex world of teams.
Kathryn Petersen, Decision Tech's CEO, faces the ultimate leadership crisis: Uniting a team in such disarray that it threatens to bring down the entire company. Will she succeed? Will she be fired? Will the company fail? Lencioni's utterly gripping tale serves as a timeless reminder that leadership requires as much courage as it does insight.
Throughout the story, Lencioni reveals the five dysfunctions which go to the very heart of why teams even the best ones-often struggle. He outlines a powerful model and actionable steps that can be used to overcome these common hurdles and build a cohesive, effective team. Just as with his other books, Lencioni has written a compelling fable with a powerful yet deceptively simple message for all those who strive to be exceptional team leaders.
Short version: Id give this one an 8.5/10. Usually books about leadership, teamwork, and organizational culture bore me to death, but this one is different; I finished it in around two hours, and it was an interesting read all the way through. As the description notes, Lencioni crafts a fictional but realistic story around a high-tech Silicon Valley startup in crisis: although they have better technology, expertise, and initial investments, in recent months they are rapidly ceding their advantage to competitors. A new CEO renowned for her experience in building teams is brought in to shake things up; the story revolves around her dealings with the various personalities within the company and her attempts to steer the company around.
The five dysfunctions of a team outlined in this book are quite simple, and their results are also outlined:
1.) Absence of trust LEADS TO need for invulnerability
2.) Fear of conflict LEADS TO fear of conflict
3.) Lack of commitment LEADS TO ambiguity
4.) Avoidance of accountability LEADS TO low standards
5.) Inattention to results LEADS TO individual status and ego over the team
Im not going to go into too much detail here; read the book. Many of us have seen and been part of touchy feely team-building exercises. Chances are they work for a little while, and then we settle back into our old habits. Lencioni even admits that
while there are certainly some benefits derived from rigorous and creative outdoor activities involving collective support and cooperation, those benefits do not always translate directly to the working world. But he contends that it is teamwork, not finance, not strategy, not technology that is the ultimate competitive advantage, because it is at once so powerful and so rare. So its worthwhile to focus on building one properly if you have a group of highly skilled people who have to constantly work together. (So this emphasis on teambuilding might not be relevant for short term hot groups that are just put together for short durations to get a task done and then disbanded afterwards)
This storytelling approach works wonders for material that might otherwise be too fluffy or abstract; I was under the impression that it was a bunch of short fictional examples to depict specific concepts, but I was pleasantly surprised. Its uninterrupted length gives the reader an opportunity to relate to the various characters within the story, and keeps him/her engaged throughout. Indeed, I immediately began to associate those fictional characters to past team members in the real world: the insufferable know-it-all, the socially inept and tactless, the genius introverts, the awesome dude that fills whatever role that needs doing to get the job done. Theyre all here.
On a personal level, I also recognized my own personal dysfunctions in team situations, and will seek to work on them in the future. Two examples:
1.) On many teams, I just want to get my stuff done, without regard for the performance of the overall team. Putting the individual ego aside is tough to do without someone holding you accountable.
2.) I actively avoid interpersonal conflict, even when it would be prudent and constructive to engage in it. Its a character flaw.
In summary, I highly recommend the book. Its a super easy read, simple but engaging (a difficult thing to pull off), and very relevant if you spend any time slogging it out with a group of individuals instead of working as a team. Im sure weve all been there.