5 Dysfunctions Slides | Team Building | Accountability

“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

Five Dysfunctions of a Team

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

Five Dysfunctions of a Team

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

Five Dysfunctions of a Team

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

Five Dysfunctions of a Team

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

Five Dysfunctions of a Team

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

Five Dysfunctions of a Team

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?

Sign up to vote on this title
UsefulNot useful