5 Dysfunctions Slides

“Building Teams”
MSG Kim Mattingly

Senior Team Trainer
Based on the book “The Five Dysfunctions of a Team”

by Patrick Lencioni
and
Vision Point™ Training Model “ACE”
Purpose
Conduct Training on Team Building
Provide an understanding of what teams
consist of and how to improve into a
high performance organization
Provide an understanding of problem
solving techniques
Rules of Engagement
Share and discuss experiences in your
current or previous organizations
Identify positive areas for improvement
Identify intervention strategies and
problem solving techniques
What is a Group vs. Team?
Team Assessment
Five Dysfunctions of a Team
Absence of Trust
Absence of Trust
Members of teams with an absence of trust:
Conceal their weakness and mistakes from one another
Hesitate to ask for help or provide constructive
feedback
Hesitate to offer help outside their area of
responsibility
Jump to conclusions about the intentions and aptitudes
of others without attempting to clarify them
Fail to recognize and tap into one another’s skills and
experiences
Waste time and energy managing their behaviors for
effect and hold grudges
Dread meetings and find reasons to avoid spending
time together
Absence of Trust
Members of trusting teams:
Admit weaknesses and mistakes
Ask for help
Accept questions and input about their areas of
responsibility
Give one another the benefit of the doubt before arriving
at a negative conclusion
Take risks in offering feedback and assistance
Appreciate and tap into one another’s skills and
experiences
Look forward to meetings and other opportunities to
work as a group
Offer and accept apologies without hesitation
Focus time and energy on important issues, not politics
Fear of Conflict
Absence of Trust
Fear of Conflict
Teams that fear conflict:
Have boring meetings
Create environments where back-channel politics and
personal politics thrive
Ignore controversial topics that are critical to team
success
Fail to tap into all the options that are critical to team
success
Waste time and energy with posturing and
interpersonal risk management
Fear of Conflict
Teams that engage in conflict:
Have lively, interesting meetings
Extract and exploit the ideas of all team members
Solve problems quickly
Minimize politics
Put critical topics on the table for discussion
Lack of
Commitment
Fear of Conflict
Absence of Trust
Lack of Commitment
A team that fails to commit:
Creates ambiguity within the team about direction
and priorities
Breeds lack of confidence and fear of failure
Revisits discussions and decisions again and again
Encourages second-guessing among team
members
Lack of Commitment
A Team that commits:
Creates clarity around direction and priorities
Aligns the entire team around common objectives
Develops an ability to learn from mistakes
Takes advantage of opportunities before their
competitors do
Moves forward without hesitation
Changes direction without hesitation or guilt
Avoidance of
Accountability
Lack of
Commitment
Fear of Conflict
Absence of Trust
Avoidance of Accountability
A team that avoids accountability:
Creates resentment among team members who have
different standards of performance
Encourages mediocrity
Misses deadlines and key deliveries
Places undue burden on the team leader as the sole
source of discipline
Avoidance of Accountability
A team that holds one another accountable:
Ensures that poor performers feel pressure to
improve
Identifies potential problems quickly by questioning
one another’s approaches without hesitation
Establishes respect among team members who are
held to the same high standard
Avoids excessive bureaucracy around performance
management and corrective action
Inattention
to Results
Avoidance of
Accountability
Lack of
Commitment
Fear of Conflict
Absence of Trust
Inattention to Results
A team that is not focused on results:
Stagnates and fails to grow
Rarely defeats competitors
Loses achievement-oriented employees
Encourages team members to focus on their own careers
and individual goals
Is easily distracted
Inattention to Results
A team that focuses on collective results:
Retains achievement-oriented employees
Minimizes individualistic behavior
Enjoys success and suffers failure acutely
Benefits from individuals who subjugate their own goals
and interests for the good of the team
Avoids distractions
Inattention
to Results
Avoidance of
Accountability
Lack of
Commitment
Fear of Conflict
Absence of Trust
Now What?
Team Building
Myers-Briggs Type Indicator
Off-site Events/ROPES
Problem Solving
Ask Fact & Feeling Questions
Clarify Goals & Identify Concerns
Evaluate Options & Select a Workable Solution
Ask Fact & Feeling Questions
To identify what the problem is (who,
when, what, where)
To find information and reveal motivations
and concerns
But…avoid jumping to a solution and don’t
get sidetracked
Clarify Goals & Identify
Concerns
Gives you a realistic and clear picture of
what is supposed to be achieved
Gives direction
Find specific and challenging goals
Identify boundaries and sticking points
How big…really…are the issues?
Evaluate Options & Select
Workable Solutions
Choose ways to accomplish the tasks
Draw on others for their expertise
Prioritize the options
What is most important to you? To others?
Compare options to the goal
Choose if they are the “best” solution to get to the
goal
Don’t jump in too fast
Make a SHARED, well-informed choice
Inattention
to Results
Avoidance of
Accountability
Lack of
Commitment
Fear of Conflict
Absence of Trust
Effective and Cohesive Teams
Trust one another
Engage in unfiltered conflict around ideas
Commit to decisions and plans of actions
Hold one another accountable for delivering
against the plans
Focus on achievement of collective results
Teams
ACCOMPLISH THE MISSION!!!
Questions?

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“Building Teams”

MSG Kim Mattingly

Based on the book “The Five Dysfunctions of a Team”

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