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6 de Nov de 2014•0 gostou•1,145 visualizações
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From dysfunction to cohesion for results.
6 de Nov de 2014•0 gostou•1,145 visualizações
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Liderança e gerenciamento
Patrick Lencionis bestselling book 5 behaviors of a dysfunctional team introduces us to a simple model of dysfunction.
Now, we can bring you a solution to bring cohesion to your teams to focus on results.
2. THE IMPORTANCE OF TEAMWORK
Not finance. Not strategy. Not
technology. It is teamwork that
remains the ultimate competitive
advantage, both because it is so
powerful and so rare.
3. BASED ON
THE FIVE DYSFUNCTIONS
OF A TEAM, THE
FLAGSHIP BOOK BY
HAVING SOLD MORE
THAN 2.5 MILLION COPIES
Teamwork — The Single Most
Untapped Competitive Advantage
4. Cohesive teams…
Make better, faster decisions
Tap into skills and opinions of all members
Avoid wasting time and energy on politics,
confusion, and destructive conflict
Create a competitive advantage
Focus on results and commit to them
Are more fun to be on!
Don’t challenge ideas or enter into debate
Avoid sharing information, ideas and
feelings through fear, politics, agendas
Limit full use of skills and opinions of all
Incur bad costs, wasting time and energy
on hidden agendas, silos, confusion, and
Focus on individual results
BUILDING A STRONG TEAM IS BOTH
POSSIBLE AND REMARKABLY SIMPLE
5. BUILDING A STRONG TEAM IS BOTH POSSIBLE AND REMARKABLY
The Five Behaviors of a
Cohesive Team™ has a
simple goal: To facilitate a
learning experience that
helps professionals and
their organizations discover
what it takes to build a
truly cohesive and
The foundation and broadest element of the model.
When team members are genuinely transparent and
honest with one another, they build vulnerability based
It is easier to demonstrate where lack of trust exist.
• Members sit at meetings not fully understanding
what is being discussed, but don’t want anyone to
know that so stay silent or “blag it”
• Members don’t agree with a point but don’t feel
comfortable speaking up
• Members are late on a deadline or struggling to
meet a goal but make excuses rather than ask for
help or speak honestly
• Members hold information back intentionally or only
share limited information
A team that trusts one another are not afraid to challenge each other.
Challenge can be uncomfortable, but in trusted teams we know that the conflict
or challenge comes from the right place. In pursuit of joint results. Fear of conflict
should not inhibit good debate.
Dysfunctional teams see lack of conflict
• Members don’t challenge others behaviour
• Members don’t speak up when they disagree with others ideas or plans
• Some members are more dominant and create fear or oppress others views
• Members don’t challenge as they see it as pointless or a waste of time
• Members don’t share ideas for fear of ridicule struggling to meet a goal but
make excuses rather than ask for help or speak honestly
• Members hold information back intentionally or only share limited information
When team members are able to offer opinions and
debate in a constructive, unfiltered way, they are more
likely to commit to action.
Let’s say we have a team, and the team makes a
decision, but there wasn’t really any healthy discussion
about it. What happens?
People trash the decision
Become passive aggressive or just make sure nothing
Make it lowest on their priority list
If I have to do it I will do it my way, when I am ready
For commitment, there are two things:
Clarity and buy in.
Holding others to account is difficult, especially peer to
peer. No-one likes difficult conversations. No matter
If you have jointly committed to action, then you
become jointly accountable. Yet if one team member
isn’t pulling their own weight, would you feel
comfortable raising it with them directly?
Normally people don’t do that. They go to the leader
Or they get suspicious, angry, annoyed and eventually
This model teaches people to hold one another
accountable. But you can’t just dive into that without
having trust, healthy conflict, commitment.
Lack of accountability leads to:
The ultimate goal of building greater
Is one thing: RESULTS
When everyone is striving for a common goal,
and prioritising with clarity – the team gains
competitive advantage and achieves results.
11. IS THE TEAM REALLY A TEAM?
Before choosing this
program, consider the
Is the team really a TEAM?
A team is a relatively small
number of people (from
three to twelve) who meet
on a regular basis and are
collectively responsible for
The Five Behaviors of a Cohesive Team™ has a simple goal:
To facilitate a learning experience that helps professionals
and their organizations discover what it takes to build a truly
cohesive and effective team.