team maturity - how to cultivate a team mentality

TEAM MATURITYHow to cultivate a team mentality

Today’s presentation is based on the book 5 Dysfunctions of a team by Patrick Lencioni

What is a team player?

What is a team player

Wikipedia.org a person who plays or works well as a member of a team

Yourdictionary.com someone who puts aside his personal goals and works well with others, doing what he needs to do to strive for a common goal

Dictionary.reference.com a person who willingly works in cooperation with others

Can anybody be a team player? /Will everybody be a team player?

NO

What areas must a team strive in?

Critical Areas

Trust

Conflict

Commitment

Accountability

Results

5 Dysfunctions of a team

Absence of Trust

Fear of Conflict

Lack of Commitment

Avoidance of Accountability

Inattention to Results

You’re okI’m ok

Absence of Trust

Absence of Trust

Conceal their weaknesses and mistakes from one another

Hesitate to ask for help or provide constructive feedback

Hesitate to offer help outside their own areas or responsibility

Jump to conclusions about the intentions and aptitudes of others without attempting to clarify them

Absence of Trust

Fail to recognize and tap into one another’s skills and experiences

Waste time and energy managing their behaviors for effect

Hold grudges

Dread meetings and find reasons to avoid spending time together

FIXING Absence of Trust

FIXING Absence of Trust

Personal Histories Exercise

Team Effectiveness Exercise

Personality and Behavioral Preference Profiles

360 Degree feedback

Fear of Conflict

Fear of Conflict

Have boring meetings

Create environments where back-channel politics and personal attacks thrive

Ignore controversial topics that are critical to team success

Fail to tap into all the opinions and perspectives of team members

Waste time and energy with posturing and interpersonal risk management

FIXING Fear of Conflict

FIXING Fear of Conflict

Mining

Real-time Permission

Lack of commitment

Lack of Commitment

Creates ambiguity among the team about direction and priorities

Watches windows of opportunity close due to excessive analysis and unnecessary delay

Breeds lack of confidence and fear of failure

Revisits discussions and decisions again and again

Encourages second-guessing among team members

FIXING Lack of commitment

FIXING Lack of commitment

Cascading Messaging

Deadlines

Contingency and Worst-Case Scenario Analysis

Avoidance of Accountability

Avoidance of Accountability

Creates resentment among team members who have different standards of performance

Encourages mediocrity

Misses deadlines and key deliverables

Places an undue burden on the team leader as the sole source of discipline

FIXING Avoidance of Accountability

FIXING Avoidance of Accountability

Publication of goals and standards

Simple and Regular Progress Reviews

Inattention to results

Inattention to Results

Stagnates/fails to grow

Rarely defeats competitors

Loses achievement-oriented employees

Encourages team members to focus on their own careers and individual goals

Is easily distracted

FIXINGInattention to results

FIXING Inattention to results

Publically declare results

What did I learn

Lead by example

Trust the team

Go the extra mile for your team

Guide the team to make the correct decisions

Deal with disharmony, immediately

Find the root cause

Don’t shelter your team - too much

Not everybody is going to fit in a team