The Five Dysfunctions of a Team: A Leadership Fable
| Author | : | |
| Rating | : | 4.37 (799 Votes) |
| Asin | : | 0787960756 |
| Format Type | : | paperback |
| Number of Pages | : | 229 Pages |
| Publish Date | : | 2018-02-18 |
| Language | : | English |
DESCRIPTION:
Just as with his other books, Lencioni has written a compelling fable with a powerful yet deceptively simple message for all those who strive to be exceptional team leaders.. He outlines a powerful model and actionable steps that can be used to overcome these common hurdles and build a cohesive, effective team. Throughout the story, Lencioni reveals the five dysfunctions which go to the very heart of why teams even the best ones-often struggle. This time, he turns his keen intellect and storytelling power to the fascinating, complex world of teams. In The Five Dysfunctions of a Team Patrick Lencioni once again offers a leadership fable that is as enthralling and instructive as his first two best-selling books, The Five Temptations of a CEO and The Four Obsessions of an Extraordinary Executive. Will she succeed? Will she be fired? Will the company fail? Lencioni's utterly gripping tale serves as a timeless reminder that leadership requires as much courage as it does insight. Kathryn Petersen, Decision Tech's CEO, faces the ultimate leadership crisis: Uniting a team in such disarray that it threatens to bring down the entire company
Jay Kay said In combination with the concepts from Blanchard's One Minute Manager. In combination with the concepts from Blanchard's One Minute Manager (especially the first one and Leadership and the One Minute Manager) this book completes a "how-to" of personnel management. If you treat One Minute Manger advice as stuff you SHOULD DO, and use Lencioni's warnings of dysfunction as examples of stuff you and your team SHOULD NOT DO, (that is to say, don't let the dysfunctions happen) you will strike a balance of masterful skill in leadership and management.. Some great points about necessity of open debate, but flawed method of bringing it about The point about team members being willing and able to debate substantive issues without fear is very representative of the way successful teams worked at NASA in the 1960s through about 1985, and so this point is, I believe, correct. Further, the idea that very top management must be on board with this idea for it to work is also correct, because if management disapproves of conflict and disagreement, it will reassign people and destroy teams that discuss and debate openly.However, the fictional (non-empirical) idea that a manager can create such a team by kicking off the people who. Allan Elder said Good enough, but incomplete. I really enjoy this material, however, in my opinion, it's incomplete. It does an adequate job of explaining the 5 Dysfunctions, but unless you have some knowledge of many other tools and techniques, it does not offer any real methods for implementing the ideas. It's like they wrote this to introduce people to the Dysfunctions and expect them to go to the training to find out how to fix them. As a consultant and trainer, I have to supplement these concepts extensively to make them usable for clients. A good example is the first Dysfunction (Trust). While the book explains its importa
Like the author's previous books, The Five Temptations of a CEO and Obsessions of an Extraordinary Executive, this is highly recommended. A second part offers details on Lencioni's "five dysfunctions" (absence of trust, fear of conflict, lack of commitment, avoidance of accountability, and inattention to results), along with a questionnaire for readers to use in evaluating their own teams and specifics to help them understand and overcome these common shortcomings. --Howard Roth