This excellent book is organized into two parts. The first part is a story about a startup business. The second part of the book expands on the process illustrated in the story.
The book is based on five dysfunctions that hinder teams from working together effectively. The story part of a book details the process that a newly hired CeO goes through to transform her struggling group of executives into an functioning team. Using a story to present the concepts is particularly helpful because the author shows the principles being used in a real life situation. Some people don't like what the CeO is doing and quit. Others are let go when it becomes evident that they won't buy in to the new way of working together. The struggles of various characters help keep the material engaging and "real-life" instead of sounding like an abstract process.
The five dysfunctions are:
EXCEPTIONAL
Very well done show-by-example story of how teams tend toward dysfunction. The fable style of the book makes it highly readable, and very quick.
The portions at the back of the book (Overview of the Model, Team Assessment questionnaire, Understanding and Overcoming the Five Dysfunctions) provide excellent background, theoretical understanding, and specific tasking to address the issues. These pages won't turn as quickly as the fable, but it is where the work gets done.
The book clearly addresses issues of behavior - something I have found so many managers unwilling and unqualified to do. Group dynamics, behavior, are what cause a group to stop working (producing). The whole "be-nice" syndrome (which inhibits people from expressing opinion) moves toward a be-fair approach, far more capable of discourse and movement of ideas to a better future.
If you are in a dysfunctional team, and they are willing to admit it - get the book for everyone.
If you are in a dysfunctional team (not willing to admit it), get the book for management.
If you're managing ANY team, get the book, and get it for your ENTIRE management staff; then do the work. You'll create an environment where people can contribute.
I am personally an exceptional contributor, but I have left positions because management was simply unwilling to address behavior (the real limiting issue at hand), choosing instead to focus on a task list when such blatant dysfunctions as a eerie quiet meeting environment, misinformation among members were present. It is a complete and utter shame to see that, particularly when projects wallow in their own filth for years never actually producing what they are capable of - something of extraordinary greatness.
Don't let this happen to your organization. Be a LEADER, address what is inhibiting contribution in your efforts.
Easy Reader
This book is an easy read with a great message. I was having some trouble with my team of managers at work, I bought them all this book and asked them to read it. Since then we have been able to reference specifics from the book to ensure our teams success.
Insightful. Relevant. Discerning. Valuable.
We see ourselves, at arm's length, in "The Five Dysfunctions of a Team". Safely in someone else's story, we get a glimpse of our own team; sometimes all too close for comfort.
Once again, Lencioni uses the modern fable to make his points. In a very effective way, he diagnoses symptoms of teams in trouble:
1.Absence of Trust
2.Fear of Conflict
3.Lack of Commitment
4.Avoidance of Accountability
5.Inattention to Results
These are flaws of malfunctioning teams and are brought to life in a "leadership fable" which tells the tale using Kathryn Petersen, new CEO of DecisionTech.
One of the things I found interesting is that if Lencioni is correct, the inverse of his hypothesis should also be true. Well-functioning, healthy teams should be built upon the opposite traits: Trust, Candor, Commitment, Accountability, and Results. Perhaps building those traits will be the subject of one of his next insightful books.