The Greatest Team!
If something feels a bit off with how your team works together, The 5 Dysfunctions of a Team is the book for you. Learn how to build trust and communicate effectively, even mediate well between different parties.
Author Patrick Lencioni uses a fable to explain why even the best teams struggle to work together, offering actionable strategies to overcome distrust and office politics in order to achieve important goals as a cohesive, effective unit.
Here are some lessons from the book:
The absence of trust is the most significant barrier to team success. Trust and loyalty are an integral part of any team. In more professional environments, trust allows team members to feel comfortable in accepting their weaknesses and vulnerabilities.
So, without trust, it is unlikely that team members will bring innovative ideas or challenge authority. Both of these are required for considerable improvement to occur. A team without trust is merely a group of people who feel they need to be right and aren’t willing to take any risks.
2. Accountability requires Transparent Performance
Accepting mistakes relies on your team becoming transparent regarding performance. Transparency reduces the awkwardness associated with pointing out that a team member is under-performing. Being able to identify who is under-performing will allow your team to be more effective in meeting deadlines, improving results, and increasing efficiency.
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Transparency also encourages peer-to-peer accountability. This is crucial, as it prevents the team leader from being burdened as the sole source of discipline. Teams often avoid accountability as they worry it will ruin personal relationships. Accountable teams can improve their relationships because they develop respect when others adhere to the same high standards.
3. Focus on Team Goals rather than Individual Goals
Great teams consist of team members who understand that team goals must always be prioritized over individual goals. Individuals who are not willing to put the collective goals above their individual goals have to be removed.
Lencioni outlines how effective team goals encourage collective rather than individual motivation. You need to produce team goals that are clearly defined and easy to measure. Also encourage teams to meet regularly so that they can become more in-sync with each other. Meeting regularly will allow them to build a strong rapport and trust.
Would you recommend this book to anyone who is willing to build a great team? Would you read it yourself? Please join the conversation and leave your comments below!
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Cheers!
Joe Calasan