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| Manufacturer | - |
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| Brand | Patrick M Lencioni |
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| Product Id | 2040468 |
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| User Reviews and Ratings | 3 (1 ratings) 3 out of 5 stars |
| UPC | 723812391165 |
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J-B Lencioni: The Five Dysfunctions of a Team (Hardcover)
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I've been in corporate America for just under 4 years now. In my time, I've never really bought into the majority of management strategies I've seen because well, they blatantly do not work; and if they do, its at an absurd cost of employee retention, dissatisfaction and needless overwork. Passive aggressiveness, no accountability, scared of conflict... I see it too often, and I'm constantly frustrated by it. And just when I thought I was alone, I read this book and was completely blown away. Everything I've felt, is here, written down in this book. Its quite extraordinary. I feel a bit like Jerry Mcguire did after writing his 'Mission Statement.' I want to buy copies of this book and put it in the mailboxes of management across corporate America. Unfortunately, one thing I've learned in life is you can't force people to change, they have to be willing and accepting to move forward on there own... or be forced by a higher hand. I can't force others who don't see it themselves, and as the low man on the totem pole, its a hard to play the upper hand. But dammit, at least I'll go down swinging, knowing I'm not alone.
In this engaging, insightful, and deceptively simple read, Lencioni blends a "leadership fable" (the fictitious account of DecisionTech's executive board) with a number of invaluable leadership principles. Specifically, Lencioni outlines five team dysfunctions that have the potential to render a team ineffective: (1) absence of trust, (2) fear of conflict, (3) lack of commitment, (4) avoidance of accountability, and (5) inattention to results. While far from exhaustive, Lencioni provides a thoughtful and penetrating snapshot on the importance and principles of team leadership. A
I ordered this book for someone else. What I've read so far is very interesting and useful.
This book talks about team-building in a story-telling way and so it effectively illustrates the key concepts in team building. And it emphasize even more the importance of a good leader in building a team. If the leader does not view building a team as important, the team will never get formed. In this fable, the leader believes that with a good team built, results will follow. Hence, she was willing to let go of good but problematic staff that will affect team development and morale. If only all bosses can see the importance of team work and understand that it takes more than just some visionary words typed on a nice piece of paper..
I am never sure when I read a leadership book that is more story than to-dos. Lencioni did a good job of weaving the scenario to describe the 5 dysfunctions: absence of trust, fear of conflict, lack of commitment, avoidance of accountability and inattention to results. Visualizing personally and professionally and relating to the characters in the story was helpful.
The main message of this book is that leaders need to focus on their teams. Effective teams will succeed, while dysfunctional teams will fail, or at least not live up to their potential, even if they have superior products or marketing. Most of the book is written as a "leadership fable" -- a story about a CEO and her team's struggles as she takes them through a team building process designed to buld trust, engage in healthy conflict, commit to common goals, hold each other accountable and remain focused on results. In the last part of the book, the model is explained and suggestions are provided for leaders who want to work on one or more of the dysfunctions. The model and the ideas presented are simple, which the author admits. The challenge comes in walking the talk on a continuous basis. The book is easy to read and has practical ideas that can be implemented in the real world.
Good book for teaching concepts in an interesting manner. My only complaint is the convenient manner in which everything worked out in the end. It should have included a chapter or section on resolving conflict between team members who are at uncompromising ends of a decision besides leading to one quitting or getting fired. That aside, it is still an informative read - and quick - without making you want to take a nap in the middle. I would definitely recommend it to anyone working on a team, whether they're the leader or just a member.
Patrick Lencioni. The Five Dysfunctions of a Team. San Francisco, CA: Jossey-Bass, 2002. 224 pp. $24.95. Typically a fable refers to anthropomorphized animals (e.g., Mickey Mouse and Bugs Bunny), not the classically generic idea of a mere fictional story. Patrick Lencioni writes a short story that illustrates what five dysfunctions look like at DecisionTech, a fictional company near the San Francisco Bay. A fifty-seven-year-old woman named Kathryn is hired as the new CEO of a 150-employee software company. She is now the lead executive of a highly dsyfunctional staff. The story allows the reader to be the proverbial fly on the wall in their numerous meetings. Dialogue dominates the unfolding plot. The book ends with 35 pages overviewing the model. The narrative style is not your typical leadership genre of choice. The genre and small page size make for a quick read.
One of those modern business books that teaches through a story. Most of those book's stories are so contrived to make it easy to lose the lesson in the mess of the story. This book actually has a more reasonable story that makes helps make the lessons clearer. I found the dysfunctions interesting and helpful and the quiz at the end could be valuable. If you try it, don't mention the name of the book or your team might rebel at being thought of as dysfunctional in any way. Well worth the read.
3.5 stars.This is a remarkably well written book (with regards to structure, not necessarily language). Many management/business books are written so dry, with anecdotal examples or pages of statistics and studies... this book starts with a fictional account of someone creating a team and working on the 5 eponymous dysfunctions. The story is painfully simplistic, but there is no way to include every facet of a problem (or more than a handful of problems). After the instructive "fable,", the book then lists out each dysfunction, what happens or what a team looks like when a team is functional or dysfunctional with regards to that specific trait, what a team member can do to help, and how the team leader can help.It's nice that the book discusses, in detail, each of the five problem areas and how people in different functions can work on it.Some of the book is common sense, but then again, common sense isn't as common as it should be, and people could all use a primer on things they may not be seeing.Unfortunately, I think the book is not suited to every type of team. The team best suited to this type of system/suggestions in the book would have to be middle-management and above (therefore better for an upper management that is managing people with a little more drive and maybe more intellectual). I say this because it feels like it needs the team members to be more intellectually inclined than a middle-manager's (possibly) entry level minions, and it also assumes that the manager has a pretty substantial amount of power (with regards to promotion/demotion/firing) that you don't necessarily see a lot of.With all of that in mind, I can see why it is that the HR trainer I have taken classes with recommends this book, and this book is not a total waste of time (which is a better standing than I can give most management books I've read).