The Five DYSFUNCTIONS of
TEAM
What makes a team?
•
•
•
•
•
•
Collaboration
Commitment
Trust
Conflict
Accountability
Results
The Model of Change
results
accountability
commitment
conflict
trust
Inattention to RESULTS
• Status
- Understand that your status
is not based off of what
you do alone for the team
but what you do for and
with the team
• Ego
- There can be no issues of
the EGO
- Avoid the issue of the
team trying to seek
individual attention and
recognition
Suggestions for overcoming
Results
• Result based rewards- tie the rewards to
compensation
• Public declaration of results- commit
publicly
Absence of TRUST
• Invulnerability
- Have each person
acknowledge their
strengths and
weaknesses to the
team.
Suggestions for overcoming Trust
• Personal History Exercise- 30minutes, have staff relate
something personal of the past through a question that is
given.
• Team effectiveness exercise- 60minutes, have staff
identify the single most important contribution that each
team member makes
• Personality and behavioral preferences profiles- 4hours,
this tool provides practical and scientifically valid
behavioral descriptions of team members
Fear of CONFLICT
70
60
50
40
30
20
10
0
students
love
conflict
avoid
conflict
• Artificial Harmony
- When one holds back
their opinion and/or
honest concern
- A lack of conflict
Suggestions for overcoming
• 1. acknowledge that conflict is productive
• 2. make sure meetings are lively and
interesting
• 3. minimize POLITICS (the schools are
bad about this one)
Lack of COMMITMENT
• Ambiguity
- not having clear
understanding
- When the team is
committed to their job
only
- Their inability to move
beyond debate
Suggestions for overcoming
• Cascading messaging-10min, take a
moment to speak and assure that all team
members agree on what needs to take
place next
• Deadlines- commitment to clear deadlines
• Low-Risk exposure therapy- a team forces
themselves to make a decision
Avoidance of ACCOUNTABILITY
• Low Standards
- The fear of calling a
teammate on their
performance
- If there is no buy-in
then people will not
hold each other
accountable.
Suggestions for overcoming
• Publication of goals and standards- set the
behavioral standards
• Simple and Regular Progress Reviewsgive feedback on behavioral performance
• Team rewards- shifting the rewards away
from individual performance to team
achievement
What it takes to make a team
•
•
•
•
•
•
Clarity around the major goal/communication
Trusting your teammates
Letting go of the ego’s
Conflict/debate, eliminating confusion
Commitment
Accountability
How do we get there
•
-
Have a Leader that is able to……
Set the tone for the focus of results
Be selfless
Get rid of the members that are not ready,
cut out for, or don’t plan to work toward the
vision of the school/team
Possible Methods
• Annual planning
- retreats off-site(3days) to discuss things like budgets successful
planning or cascading messaging
• Quarterly staff meetings
- off-site(2days) to discuss strategic discussions, employee
performance, key issues team development
Weekly staff meetings
- on-site(2 hours) discussions on goal progress, customer review,
tactical issues, resolution, cascading messages
Ad hoc topical meetings
- on-site(2 hours) discussions on strategic issues that cannot be
adequately discussed during weekly staff meetings
Educational Methods
•
Each school should a similar method of meeting style. It is how well do we disburse the
information given, are we fully present or even present at all for that matter.
Our school model (we have three schools in one building)
- Leadership meetings (on-site, monthly, 1-2 hours)
- SIT team ( on-site, monthly, 1 hour)
- Department meetings (on-site, monthly, 30-45m)
- Complex meetings (on-site, monthly,1 hour)
- School meetings (on-site, monthly,1 hour)
- Workshops (off-site, quarterly, 4-6 hours)
Summary
• Teamwork ultimately comes down to
practicing a small set of principles over a
long period of time (Lencioni,2002)
• We have to acknowledge the
imperfections of our school so that we can
act as a functional team.
Key Points
1.
2.
3.
4.
5.
6.
7.
Be selfless
Be objective
Reserve rewards
Reserve recognition for real contributions that are for
the achievement of the group
Embrace common sense with uncommon levels of
discipline and persistence
Minimize individualistic behavior
Avoids distractions
References
•
Lencioni, Patrick. 2002 The FIVE dysfunctions of a TEAM. Jossey-Boss Publication, San
Francisco, CA
.