The Five Dysfunctions Of A Team Summary

The purpose of this paper is to give a review of the book, The Five Dysfunctions of a Team by author, Patrick Lencioni and provide teams and team members with a sense of the strengths and weaknesses that can be used to make or break teams in certain areas. The following will give you a summary of Patrick Lencioni’s teamwork model and how it can be a road map for your team and your leadership skills. Believe it or not, all teams are deemed as dysfunctional, things don’t always go as planned; because teams are made up of human beings who are flawed and imperfect and everyone is not always on the same page. In order to make a team work, you have to take the good with the bad and have the courage to fight through all the obstacles that will be thrown in the way during the process. The book follows Kathryn Petersen, the CEO of Decision Tech and she faces a tough crisis in leadership, which is uniting a team that is in turmoil and it can cause the whole company to crumble into pieces that may be unsalvageable. Author Patrick Lencioni, writes the book in according to five areas of dysfunction: 1) Absence of Trust 2) Fear of Conflict 3) Lack of Commitment 4) Avoidance of Accountability 5) Inattention to Results.

Dysfunction1: Absence of Trust The first dysfunction is the absence of trust among the members of Kathryn Petersen’s team member.

If members of the team are not committed to the issues of the team, then no one can be held accountable for the outcome. The leader of the team has the responsibility to lay out what is expected of each team member and the leader must hold that team member accountable for that outcome. Avoidance of accountability is also when team members can accept constructive criticism, he or she should not wear their feelings on their sleeves and must accept it when other members hold them accountable for the responsibility that was given to