Ebook Free The Five Dysfunctions of a Team: A Leadership Fable
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The Five Dysfunctions of a Team: A Leadership Fable
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Amazon.com Review
Once again using an astutely written fictional tale to unambiguously but painlessly deliver some hard truths about critical business procedures, Patrick Lencioni targets group behavior in the final entry of his trilogy of corporate fables. And like those preceding it, The Five Dysfunctions of a Team is an entertaining, quick read filled with useful information that will prove easy to digest and implement. This time, Lencioni weaves his lessons around the story of a troubled Silicon Valley firm and its unexpected choice for a new CEO: an old-school manager who had retired from a traditional manufacturing company two years earlier at age 55. Showing exactly how existing personnel failed to function as a unit, and precisely how the new boss worked to reestablish that essential conduct, the book's first part colorfully illustrates the ways that teamwork can elude even the most dedicated individuals--and be restored by an insightful leader. 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. Like the author's previous books, The Five Temptations of a CEO and Obsessions of an Extraordinary Executive, this is highly recommended. --Howard Rothman
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From Publishers Weekly
In keeping with the parable style, Lencioni (The Five Temptations of a CEO) begins by telling the fable of a woman who, as CEO of a struggling Silicon Valley firm, took control of a dysfunctional executive committee and helped its members succeed as a team. Story time over, Lencioni offers explicit instructions for overcoming the human behavioral tendencies that he says corrupt teams (absence of trust, fear of conflict, lack of commitment, avoidance of accountability and inattention to results). Succinct yet sympathetic, this guide will be a boon for those struggling with the inherent difficulties of leading a group. 100,000 first printing.
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Product details
Series: later printing (Book 13)
Hardcover: 229 pages
Publisher: Jossey-Bass; 1st edition (April 11, 2002)
Language: English
ISBN-10: 0787960756
ISBN-13: 978-0787960759
Product Dimensions:
8.8 x 6 x 1 inches
Shipping Weight: 13.6 ounces (View shipping rates and policies)
Average Customer Review:
4.6 out of 5 stars
2,196 customer reviews
Amazon Best Sellers Rank:
#211 in Books (See Top 100 in Books)
In The Five Dysfunctions of a Team: A Leadership Fable, business consultant Patrick Lencioni tells the fictional tale of DecisionTech, a two-year-old tech startup, which is floundering. Kathryn, whose background is not in the technology sector, gets the call to come in as CEO and set the ship aright. As she points out to her executive team, DecisionTech has "a more experienced and talented executive team than any of our competitors. We have more cash than they do. . . . We have better core technology. And we have a more powerful board of directors. Yet . . . we are behind two of our competitors in terms of both revenue and customer growth." She pins their lack of performance and market share to one thing: a lack of teamwork at the top.Lencioni uses the story to illustrate his five dysfunctions of a team: absence of trust, fear of conflict, lack of commitment, avoidance of accountability, and inattention to results. In the final thirty pages or so, he develops this model, discussing the way these dysfunctions build on each other and offering suggestions for overcoming them. This portion of the book is the real meat. The story seemed like a waste of pages, although in retrospect it provides illustrations of the dysfunctions and solutions he discusses at the end.The Five Dysfunctions of a Team is an OK read, but I think a lot of readers, especially busy executives for whom Lencioni is writing, will be impatient to get through the story part of the book. To oversimplify, it could be summarized in one short sentence: Work as a team. There's more to it than that, though. If your team is having a hard time with that concept and all that it entails (setting ego aside, taking an interest in the tasks of other team members, focusing on results rather than career advancement), then spending some time with The Five Dysfunctions of a Team might help you point them in the right direction.
Lencioni effectively delivers his leadership principles by packaging them into an engaging parable. I found myself nodding along as he revealed how his first four dysfunctions can manifest themselves. For this, he gets four stars.However, his fifth, and ultimate, principle - focusing on results - includes the “package deal†that associates individual goals with team failure. Or, put another way, he believes that an individual who is focused on her own goals will sacrifice the team for her own success. So, Lencioni says the individual must therefore sacrifice her personal goals for the team’s. By assuming this false dichotomy of sacrificing others to you or you to others, Lencioni misses a third approach that rejects sacrifice altogether: an approach that treats people as traders - voluntarily exchanging values to mutual benefit.For example, take his protagonist, Kathryn. She is hired to reform the leadership team and is well-compensated to do so. The company believes her leadership is good for the business. She accepts the position because she believes the job is good for her. She aligns her interests with the company’s. Both benefit. Neither subjugates nor sacrifices one side for the other. Yet, this stands in direct contrast to his own definition of his fifth dysfunction.Even with this (all-too-common) transgression, the rest of the book has more than enough value to overcome its shortcomings. Ultimately, I would recommend it to anyone who wants to learn more about leadership.
Lencioni shares simple truths about teams that should be more intuitively obvious to everyone. Yet, these things are very easy to grasp while being very difficult to actually practice ... without practice. This book focuses on what prevents a good team from forming and describe's what's needed. His companion book focuses on the implementation of these ideas but does not stand alone. If you only get one, get this one.The biggest problem I see is that both books are framed about C-level and top level executive teams. Very few mid-managers would have the leverage and ability to implement all of these principles at lower levels of the organization. It's definitely possible in some cases, but it would significantly more challenging. His principles are universally true, but his coaching is directed at executives.
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 importance and some basic ideas to increase trust, if you don't use an instrument such as the DISC, MBTI, SDI, or similar tool, you can't just improve trust. Different types of people have completely different issues in relation to overcoming trust issues.
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