the 5 dysfunctions of a team cliff notes

Without it, we just don’t care what happens to the characters. The ability to engage in passionate, unfiltered debate about what we need to do to succeed will determine our future as much as any products we develop or partnerships we sign.Įvery great movie has conflict. The single most important arena for conflict? Meetings. I’d trade the false kind of harmony any day for the team’s willingness to argue effectively about an issue and then walk away with no collateral damage. But if it comes only as a result of people holding back their opinions and honest concerns, then it’s a bad thing. Harmony itself is good if it comes as a result of working through issues constantly and cycling through conflict. And we’ll just continue to preserve a sense of artificial harmony. If we don’t trust each other we aren’t going to engage in open, constructive, ideological conflict. Role of the Leader - demonstrate vulnerability first. Experiential Team Exercise - physical team building activities.360 Degree feedback - divorce this from compensation and formal reviews, this should be used as a development tools.Personality and Behavioural Preference profiles - break down barriers by allowing people to better understand and emphasize with one another.Team Effectiveness exercise - identify each others’ biggest contribution to the team and areas to improve on or eliminate for the good of the team.Personal Histories exercise - doesn’t need to be overly sensitive ie siblings, homework, childhood challenges, hobbies, first job, worst job.It requires shared experiences over time, multiple instances of follow-through and credibility, and an in-depth understanding of the unique attributes of team members. They admit their mistakes, their weaknesses, and their concerns without fear of reprisal. They are unafraid to air their dirty laundry. Great teams do not hold back with one another. Team members who are not genuinely open with one another about their mistakes and weaknesses make it impossible to build a foundation of trust. I want to understand confidentialities and loyalties. And the rebreak hurts a lot more than the initial break because you have to do it on purpose. A fractured team is like a broken arm or leg, fixing it is always painful, and sometimes you have to rebreak it to make it heal correctly.

The 5 dysfunctions of a team cliff notes