But I’m not sure I have ever focused on building any of these in my own firm. The 5 dysfunctions listed above are easy (and familiar) in concept. Leaders get busy, are distracted by revenue goals, team compensation changes, etc. But the consistency over a long period of time is the hard part. As stated in the quote above, building a great team is done on a small set of principals (simple). Building a great team is very simple, but so hard to do. In the area of team building, I seem to let it happen, blown and tossed by the whims of our team, the unknown goals of our organization and the elusive defined goals that every organization needs.ġ. This human indictment certainly hit me hard as a leader of a few organizations myself. He points out that teams are made up of human beings, so are innately dysfunctional. In fact, says Lencioni, teamwork is as elusive as it has ever been in most organizations. He states that teamwork is the ultimate competitive advantage for companies today simply because teamwork is so powerful, yet so rare.
In the introduction of 5DT, Lencioni says teamwork in a company is greater than finance, strategy and technology. If you didn’t get it in the quote above, here are the 5 dysfunctions of a team: Told as a modern day leadership fable, or story, I was hit hard by 5DT and how I miserably fail as a leader. This quote ends my most recent Audible listen, The Five Dysfunctions of a Team (5DT) by Patrick Lencioni. By acknowledging the imperfections of their humanity, members of functional teams overcome the natural tendencies that make trust, conflict, commitment, accountability and a focus on results so elusive.” Ironically, teams succeed because they are exceedingly human. Success is not a matter of mastering subtle sophisticated theory but rather of embracing common sense with uncommon levels of discipline and persistence. “The reality remains that teamwork ultimately comes down to practicing a small set of principals over a long period of time.
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