• English

The five Dysfunctions of a Team

In The Five Dysfunctions of a Team, Patrick Lencioni 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. He provides a practical model that is based off real world . The model is a pyramidal one, with 5 levels of dysfunction that must be resolved in order to get to a high performing team.  These five levels, in the order they should be attacked, are: The five Dysfunctions Dysfunction 1: Absence of Trust. The fear of being vulnerable with team members prevents the building of trust within the team. Each team member's fear of opening up to others and showing vulnerability disables the team from building trust in one another.  Members' inability to genuinely open up to one another about their individual weaknesses prevents the team from building a trusting relationship with one another.  The role of the leader in resolving this is to open up first and show true vulnerability to the team.  Lencioni notes that staged shows of vulnerability can actually harm team trustbuilding and should be avoided.  Activities to resolve this stage of dysfunction include team member self-introduction which...

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