Teamwork, Videos.

“Teamwork begins by building trust.”

— Patrick Lencioni, The Five Dysfunctions of a Team: A Leadership Fable

Recently I had the privilege of hearing Patrick Lencioni speak at a conference of Wiley Publishing, with whom we partner. Lencioni, a renowned author, spoke about why teamwork is so important and the 5 key behaviors of a cohesive team. He was at times funny, poignant, provocative and always fascinating.

In 2001, Lencioni wrote the ground-breaking book, The 5 Dysfunctions of a Team. In addition to maintaining a best-seller position on the New York Times list, the book is Wiley’s #1 best-seller in their entire collection for the last 13 years… and that’s a lot of books!

Due to the book’s success, Lencioni created an accompanying assessment tool to measure how organizational teams fare in the 5 functions – Trust, Conflict, Commitment, Accountability and Results. When Lencioni’s assessment is used in a training program, he recommends that participants begin with a self-assessment to enhance self-awareness prior to delving into the teamwork issues. At times, two assessments in one program can feel like one assessment too many.

5 Behaviors of a Cohesive TeamThat is why I am so excited about Lencioni’s most recent development: Merging the DISC behavior style assessment tool with his team assessment for one elegant personalized narration: a comprehensive 36-page assessment complete with insights, strategies and action plans.

During the same Wiley conference, I was fortunate to join an exclusive group of consultants trained and authorized to facilitate with this new tool. I am eager to share this valuable information with our existing clients, many of whom use the DISC behavior style model and/or The 5 Dysfunctions Model already. We look forward to offering future clients the same opportunity.

Lencioni’s successful model proves that a cohesive team is evident by five necessary behaviors:

  • They trust one another – not because they have known one another for years, but because they can comfortably admit to the team that they made a mistake, they have trouble delivering on a project or that they need help. They are not worried that their colleagues will leverage their weakness but rather that peers will encourage and support improvement.
  • They can have healthy conflict – There is an atmosphere that all opinions are expected and welcome, they will be openly debated on their merits, and not based on one person’s preferences or individual, selfish desires. In this environment, neither destructive conflict nor “artificial harmony” is accepted.
  • They commit to the decisions made – This can only happen when everyone feels that their opinion has been adequately heard by the group and the leader and that the decision made, whether by consensus or by the leader, has been made with the best interests of the organization in mind.
  • They hold one another accountable – This happens easily when there is trust and commitment to take action. Peer-to-peer accountability is most effective, rather than accountability handed out by the leader.
  • They focus on results – the results that the leadership team has agreed to rather than their individual results. They focus on how the organization does rather than how well one individual performs over another.

If you want to discuss how this exciting new program can help your organization, please contact me or call me @ 650-255-9697.

I look forward to connecting with you. And thank you to Patrick Lencioni for helping me to help silo’d groups become cohesive teams.

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