Let’s face it: Working in teams is basically unavoidable.
And let’s face it: It isn’t always the easiest thing in the world.
That’s why I was especially intrigued by a book we have been assigned to read for my Consulting Fellows class called Five Dysfunctions of a Team by Patrick Lencioni. As I was reading through his analysis of a dysfunctional team of employees, I could not help applying his theories to personal situations I have encountered.
Layer 1: The absence of trust.
At first when I read that this was at the core of a dysfunctional team, I was nodding to myself thinking of the times that I had not trusted team members to do their share of the work. But Lencioni put a twist on it and showed a different perspective of what ‘lack of trust’ truly means. Trust was not about simply wondering whether the other group members completed their assigned task.
Trust was so much more complex than that. Trust was about whether or not team members feel comfortable enough to object to others’ ideas. But wait a minute. Members disagreeing with one another? Isn’t that precisely what makes a team dysfunctional?
On the contrary, task conflict is actually, a great thing. It means that team members are engaged. Members are encouraged to think outside the box. It is actually a sign that the team is moving in the right direction to find a solution.
So, what are the remaining 4 dysfunctional layers, you ask? Don’t worry, I won’t completely spoil the book for you. Be sure to grab a copy of the book and read to learn more about Lencioni’s tips to having a slightly less dysfunctional team. 😉