the five dysfunctions of a team book buy

Instead, they resort to veiled discussions and guarded comments.ĭysfunction 3: Lack of commitment-feigning buy-in for group decisions creates ambiguity throughout the organizationĪ lack of healthy conflict is a problem because it ensures the third dysfunction of a team: lack of commitment. Teams that lack trust are incapable of engaging in unfiltered and passionate debate of ideas. This failure to build trust is damaging because it set the tone for the second dysfunction: fear of conflict. Team members who are not genuinely open with one another about their mistakes and weaknesses make it impossible to build a foundation for trust.ĭysfunction 2: Fear of conflict-seeking artificial harmony over constructive passionate debate Essentially, this stems from their unwillingness to be vulnerable within the group. The first dysfunction is an absence of trust among team members. This special anniversary edition celebrates one of the best-selling business books of all time with a new foreword from the author that reflects on its legacy and lessons.Dysfunction 1: Absence of trust-unwilling to be vulnerable within the group Today, the lessons in The Five Dysfunctions of a Team are more relevant than ever. He offers a powerful model and step-by-step guide for overcoming those dysfunctions and getting every one rowing in the same direction. She must unite a team in such disarray that it threatens to derail the entire company.Įqual parts leadership fable and business handbook, this definitive source on teamwork by Patrick Lencioni reveals the five behavioral tendencies that go to the heart of why even the best teams struggle. What she could not have known when she accepted the job, however, was just how dysfunctional her team was, and how team members would challenge her in ways that no one ever had before.įor twenty years, The Five Dysfunctions of a Team has been engaging audiences with a page-turning, realistic fable that follows the travails of Kathryn Petersen, DecisionTech’s CEO, as she faces the ultimate leadership crisis.

After all, retirement had made her antsy, and nothing excited her more than a challenge. But Kathryn knew there was little chance she would have turned it down.

The New York Times best-selling team leadership handbook for modern executives, managers, and organizationsĪfter her first two weeks observing the problems at DecisionTech, Kathryn Petersen, its new CEO, had more than a few moments when she wondered if she should have taken the job.

The five dysfunctions of a team book buy