Five Dysfunctions of a Team by malj


									                      Five Dysfunctions of a Team
Intended Outcome
   Participants will understand the five dysfunctions of a team.

Essential Learning That Will Result From the Activity
  Teams may become dysfunctional when certain behaviors are manifested,
  but effective team building can overcome the obstacles to productive

Resources Needed/Materials Used
   Five Dysfunctions of a Team PPT

   Team Assessment Questionnaire (and scoring guide)

Facilitator Preparation
    Become familiar with the PPT and the five dysfunctions.
    Become familiar with the questionnaire and scoring process.

Activity Sequence
Whole group (20 minutes)
   Think-Pair-Share Activity
   1. Ask participants to think for one minute of a time they were part of a
       dysfunctional team or group (could be family, work-related, social group).
       Reflect on the following:
              What were the indications that the group/team was dysfunctional?
              What happened as a result of the team/group’s dysfunction?

   2. Have participants pair with a neighbor and describe their dysfunctional

   3. Ask for one or two volunteers to share with the whole group.

        Keeping in mind these—and your own—examples of group/team
        conflicts, let me review with you the Five Dysfunctions of a Team as
        outlined by Patrick Lencioni in his book The Five Dysfunctions of a
        Team: A Leadership Fable.

   4. Discuss the PowerPoint (slides 1–9) which explains the Five Dysfunctions
      of a Team.

        The first dysfunction is an absence of trust among team members.
        Essentially, this stems from their unwillingness to be vulnerable within
                                                                                                 Five Dysfunctions of a Team

            the group. Team members who are not genuinely open with one another
            about their mistakes and weaknesses make it impossible to build a
            foundation for trust.

            This failure to build trust is damaging because it sets the tone for the
            second dysfunction: fear of conflict. Teams that lack trust are incapable
            of engaging in unfiltered and passionate debate of ideas. Instead, they
            resort to veiled discussions and guarded comments.

            A lack of healthy conflict is a problem because it ensures the third
            dysfunction of a team: lack of commitment. Without having aired their
            opinions in the course of passionate and open debate, team members
            rarely, if ever, buy in and commit to decisions, though they may feign
            agreement during meetings.

            Because of this lack of real commitment and buy-in, team members
            develop an avoidance of accountability, the fourth dysfunction.
            Without committing to a clear plan of action, even the most focused and
            driven people often hesitate to call their peers on actions and behaviors
            that seem counterproductive to the good of the team.

            Failure to hold one another accountable creates an environment in which
            the fifth dysfunction can thrive. Inattention to results occurs when team
            members put their individual needs (such as ego, career development,
            or recognition), or even the needs of their divisions, above the collective
            goals of the team.

            So, like a chain that cannot function if one link is broken, teamwork
            deteriorates if a single dysfunction is allowed to flourish.

            A positive spin on this model might look something like this (show and
            discuss slide number 10).

Teams (20 minutes)
   5. Ask each team member to complete the Team Assessment Questionnaire

     6. Have individuals score their questionnaires, using the scoring guide.

     7. Compare scores and discuss discrepancies in the team’s responses.
        Identify implication for the team.

Whole group (5 minutes)
  8. Ask participants to think back on the conflict that they identified during the
      introduction on the first day of this session. Is there a clear dysfunction

TEXAS COMPREHENSIVE CENTER at the Southwest Educational Development Laboratory |                     2
                                                                                                 Five Dysfunctions of a Team

          that can be identified as responsible for the break down of that team?
          Discuss with your team.

Lencioni, P. (2002). The five dysfunctions of a team. San Francisco: Jossey-

TEXAS COMPREHENSIVE CENTER at the Southwest Educational Development Laboratory |                     3

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