The Five Dysfunctions of a Team Book ´ A Leadership Fable

Doc The Five Dysfunctions of a Team

The Five Dysfunctions of a Team Book ´ A Leadership Fable ì [Epub] ➝ The Five Dysfunctions of a Team: A Leadership Fable Author Patrick M Lencioni – Goproled.co.uk In The Five Dysfunctions of a Team Patrick Lencioni once again offers a leadership fable that is as enthralling and instructive as his first two bH go to the very heart of why teams even the best ones often struggle He outlines a powerful model and actionable steps that can be used to overcome these common hurdles and build a cohesive effective team Just as with his other books Lencioni has written a compelling fable with a powerful yet deceptively simple message for all those who strive to be exceptional team leaders This book is a story written by Patrick Lencioni on his personal view as to why teams suffer from being dysfunctional It is important to understand that this book is a fable and the model he proposes is not backed up by scientific statistical data or analysis This makes sense as Patrick Lencioni was in his early 30's when he wrote this book yet claims to have counseled a vast amount of executives from fortune 500 companies despite his young age and lack of experience in the field of actually running a company himself This shows its colors as you read through a very bland and generic story about a small company's executive team in silicon valley For me the fable was bland and I do not feel I have gained any substantial knowledge on building a professional team In addition the foundation of the book the model also has issues They pyramid model implies that the dysfunctions build upon each other yet in reality this is not always the case Futher fear of conflict and accountability in essence are redundant I would recommend a different author who has either actual experience leading a large company for a substantial amount of time as CEO or some other C level executive title or someone who holds a higher education degree in psychology or organizational leadership with a scientific approach proven by data

Patrick M Lencioni ↠ Doc

In The Five Dysfunctions of a Team Patrick Lencioni once again offers a leadership fable that is as enthralling and instructive as his first two best selling books The Five Temptations of a CEO and The Four Obsessions of an Extraordinary Executive This time he turns his keen intellect and storytelling power to the fascinating complex world of teams Kathryn Petersen Decision The 5 dysfunctions of A Team is een uitstekend nuttig en goed leesbaar boek Ik heb het in een halve dag uitgelezen Een moetje voor iedereen die teams coacht

Reader ´ A Leadership Fable ↠ Patrick M Lencioni

The Five Dysfunctions of a Team A Leadership FableTech's CEO faces the ultimate leadership crisis Uniting a team in such disarray that it threatens to bring down the entire company Will she succeed? Will she be fired? Will the company fail? Lencioni's utterly gripping tale serves as a timeless reminder that leadership reuires as much courage as it does insight Throughout the story Lencioni reveals the five dysfunctions whic Lencioni effectively delivers his leadership principles by packaging them into an engaging parable I found myself nodding along as he revealed how his first four dysfunctions can manifest themselves For this he gets four starsHowever his fifth and ultimate principle focusing on results includes the “package deal” that associates individual goals with team failure Or put another way he believes that an individual who is focused on her own goals will sacrifice the team for her own success So Lencioni says the individual must therefore sacrifice her personal goals for the team’s By assuming this false dichotomy of sacrificing others to you or you to others Lencioni misses a third approach that rejects sacrifice altogether an approach that treats people as traders voluntarily exchanging values to mutual benefitFor example take his protagonist Kathryn She is hired to reform the leadership team and is well compensated to do so The company believes her leadership is good for the business She accepts the position because she believes the job is good for her She aligns her interests with the company’s Both benefit Neither subjugates nor sacrifices one side for the other Yet this stands in direct contrast to his own definition of his fifth dysfunctionEven with this all too common transgression the rest of the book has than enough value to overcome its shortcomings Ultimately I would recommend it to anyone who wants to learn about leadership