This week I wanted to bring you a fantastic resource for team development and improving work culture.
I just had the pleasure of reading Patrick Lencioni’s book, The Five Dysfunctions of a Team. Expertly written, Lencioni lays out the 5 fundamental behavior patterns of a thriving and successful team, and what those patterns look like when dysfunctional.
Written as a novel, FDT tells the fictional story of an executive team fraught with dysfunction at a new company that had everything going for it. With a stunning amount of raised capital and some of the best staff in their respective fields, they were built to succeed. However, with everything going for them, they began to struggle. On the verge of failure, the company decides to hire a new CEO with a knack for producing remarkable results in underwhelming companies.
The book is an incredibly easy and enjoyable read. It is a must-have with remarkable insights for aspiring and current leaders alike. Few books are able to educate so effectively as FDT.
Throughout the book, Lencioni lays out his 5 dysfunctions of a team: absence of trust, fear of conflict, lack of commitment, avoidance of accountability, and inattention to results.
The back of the book provides a recap of the 5 dysfunctions and a breakdown of how to rectify them. Everything you find on the pages is fantastic and well-articulated. Although there is one aspect which I would challenge and redirect.
Lencioni states that financial incentive is necessary to get a team to improve their attention to results. While he does admit that this is a finite method of improving results, he fails to provide any alternative action that may provide lasting results-oriented behavior. For that, I want to add for your consideration a common theme of my articles: purpose.
If the leader is able to provide a direct connection between why the company exists and why the results matter to accomplishing that purpose, attention to results will occur. As Lencioni makes clear through FDT, the team must unify under one purpose. Those who do not believe in the single purpose are not meant for that company. Thus, they are better off seeking out alternative employment. Lencioni sets the scene to focus solely on purpose. However, he fails to connect articulation of purpose and a desire to fulfill that purpose.
Overall, this book is remarkable and a fantastic reference for all executives and aspiring leaders.
I hope you enjoy the book as much as I did!
You can find the book for sale here.