The Five DYSFUNCTIONS of TEAM

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The Five DYSFUNCTIONS of TEAM
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What makes a team?

• Collaboration
• Commitment
• Trust
• Conflict
• Accountability
• Results

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The Model of Change
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Inattention to RESULTS

• Status
• - Understand that your status is not based off of
  what you do alone for the team but what you do
  for and with the team
• Ego
• There can be no issues of the EGO
• Avoid the issue of the team trying to seek
  individual attention and recognition

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Suggestions for overcoming Results

• Result based rewards- tie the rewards to
  compensation
• Public declaration of results- commit publicly

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Absence of TRUST

• Invulnerability
• - Have each person acknowledge their strengths
  and weaknesses to the team.

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Suggestions for overcoming Trust

• Personal History Exercise- 30minutes, have staff
  relate something personal of the past through a
  question that is given.
• Team effectiveness exercise- 60minutes, have
  staff identify the single most important
  contribution that each team member makes
• Personality and behavioral preferences profiles-
  4hours, this tool provides practical and
  scientifically valid behavioral descriptions of
  team members

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Fear of CONFLICT

• Artificial Harmony
• When one holds back their opinion and/or honest
  concern
• A lack of conflict

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Suggestions for overcoming

• 1. acknowledge that conflict is productive
• 2. make sure meetings are lively and interesting
• 3. minimize POLITICS (the schools are bad about
  this one)

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Lack of COMMITMENT

• Ambiguity
• - not having clear understanding
• When the team is committed to their job only
• Their inability to move beyond debate

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Suggestions for overcoming

• Cascading messaging-10min, take a moment to speak
  and assure that all team members agree on what
  needs to take place next
• Deadlines- commitment to clear deadlines
• Low-Risk exposure therapy- a team forces
  themselves to make a decision

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Avoidance of ACCOUNTABILITY

• Low Standards
• The fear of calling a teammate on their
  performance
• If there is no buy-in then people will not hold
  each other accountable.

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Suggestions for overcoming

• Publication of goals and standards- set the
  behavioral standards
• Simple and Regular Progress Reviews- give
  feedback on behavioral performance
• Team rewards- shifting the rewards away from
  individual performance to team achievement

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What it takes to make a team

• Clarity around the major goal/communication
• Trusting your teammates
• Letting go of the egos
• Conflict/debate, eliminating confusion
• Commitment
• Accountability

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How do we get there

• Have a Leader that is able to
• Set the tone for the focus of results
• Be selfless
• Get rid of the members that are not ready, cut
  out for, or dont plan to work toward the vision
  of the school/team

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Possible Methods

• Annual planning
• - retreats off-site(3days) to discuss things
  like budgets successful planning or cascading
  messaging
• Quarterly staff meetings
• off-site(2days) to discuss strategic discussions,
  employee performance, key issues team development
• Weekly staff meetings
• on-site(2 hours) discussions on goal progress,
  customer review, tactical issues, resolution,
  cascading messages
• Ad hoc topical meetings
• - on-site(2 hours) discussions on strategic
  issues that cannot be adequately discussed during
  weekly staff meetings

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Educational Methods

• Each school should a similar method of meeting
  style. It is how well do we disburse the
  information given, are we fully present or even
  present at all for that matter.
• Our school model (we have three schools in one
  building)
• Leadership meetings (on-site, monthly, 1-2 hours)
• SIT team ( on-site, monthly, 1 hour)
• Department meetings (on-site, monthly, 30-45m)
• Complex meetings (on-site, monthly,1 hour)
• School meetings (on-site, monthly,1 hour)
• Workshops (off-site, quarterly, 4-6 hours)

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Summary

• Teamwork ultimately comes down to practicing a
  small set of principles over a long period of
  time (Lencioni,2002)
• We have to acknowledge the imperfections of our
  school so that we can act as a functional team.

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Key Points

1. Be selfless
2. Be objective
3. Reserve rewards
4. Reserve recognition for real contributions that
   are for the achievement of the group
5. Embrace common sense with uncommon levels of
   discipline and persistence
6. Minimize individualistic behavior
7. Avoids distractions

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References

• Lencioni, Patrick. 2002 The FIVE dysfunctions of
  a TEAM. Jossey-Boss Publication, San Francisco,
  CA.