Patrick Lencioni's The Five Dysfunctions Of A Team

CEOs have an extremely difficult job within their organization. This is why they are paid so much. CEOs look at the organization as a whole and figure out what they can do to make the organization better. Patrick Lencioni really surprised me in The Five Dysfunctions of a Team. He did not just talk about the reasons why teams are dysfunction, he told a story. Kathryn did not just get handed her CEO position of DecisionTech because the company was doing great. In most companies this is never the case. Usually companies change CEOs because the business is in trouble and they need someone to come in and turn it around. This is why they chose Kathryn as the new CEO of DecisionTech. Kathryn brought her executive team to together by the use of

I think I also have what it takes to be an effective leader. Leaders are not born, they are shaped by life experiences, mentoring, and education. Some of the qualities that would make me an effective leader are honesty, knowing when to delegate, communication, confidence, commitment, positive attitude, creativity, ability to inspire, and being approachable. I think one of my best qualities is that I am honest. Leaders need to be honest with their employees. If leaders are honest then they receive trust from their employees. Delegation is a way leaders can use their time to focus on more important organizational issues. If a leader does not have proper communication, then their ideas do not come to light. Commitment is the way you show your employees that you are there for them and in return they will be committed to the organization. A positive attitude, creativity, ability to inspire, and being approachable are some ways to keep the morale within your company

Since this position is fairly new to me I will review the leadership at my previous position working for Chicopee Public Schools as a Data Technologist. Lencioni’s model revolves around 5 areas that will help a team grow. The areas are trust, conflict, commitment, accountability, and results. The leadership in our organization does a great as it relates to this model. The different departments in Chicopee Public Schools are an extremely tight group. Trust is the center point of the central office. The trust was built over time by open discussions and monthly meetings between the departments. When there is a problem the different departments are not afraid to bring it up. One example was our finance department realizing there would be a deficit of 4.8 million dollars for the 2016-2017 school year. This allowed all the departments to put a plan in place to reduce cost. The departments are all committed to the students in our school system and that is why everyone works so hard. Accountability is taken very seriously and everyone does their part to avoid difficulties for other departments. Chicopee Public Schools is results driven. At the end of every school year the superintendent bases where our district is by measuring the results of our students academically. This is tracked yearly and an indicator of how our district is doing as a