The five dysfunctions of a team book review

Recently in my Senior Design class the instructor recommfinished that we all review the book The Five Dysattributes of a Team by Patrick Lencioni. The book is a company story focused on Kathryn, a brand-new CEO to a failing high-technology agency, DecisionTech. Throughout the story Kathryn functions her method to the root causes of the executive team’s failures that made me think around lean philosophy. Although the book never specifically describes lean, many of the values presented are comparable.

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Although DecisionTech’s product was good, and there was plenty of money from investors, for some reason the firm was failing miserably. For this reason the Board of Directors hires Kathryn to be the new CEO. Kathryn has previous executive endure in the automotive industry (tright here is a referral to a joint US-Japanese automotive plant in California), and also she is older than everybody else on the executive team. For the initially two weeks after being hired Kathryn has actually the previous CEO (that still functions for the company) run the service as usual for Kathryn to observe. Kathryn walks approximately talking to employees at all levels and attends as many kind of staff meetings as feasible. When I review this I automatically thought around Gemba Walks and also the prestige of going to view difficulties at their physical area.

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The book goes on to comment on the five dysattributes of a team, which are:

Absence of trust (shown by a people reasoning they are invulnerable)Fear of conflict (shown by a team developing artificial harmony)Lack of commitment (presented by ambiguity in team functions)Avoidance of accountcapacity (shown through holding low team standards)Inattention to outcomes (displayed by individuals concentrating on standing and also their ego even more than the team’s goals)

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The Five Dysfunctions of a Team

All of the dysattributes tie in via each various other, and although none are clearly lean they have the right to all be related to some element of lean ideology. “Respect for people” is one of the cornerstones of lean that includes all five of the dysattributes. For circumstances, a team that respects its own human being would certainly have actually no problem via healthy and balanced conflict and also difficulty addressing. Kaizen occasions may have actually intense discussions during root reason evaluation or four-action trouble addressing, but as long as the discussion is “tough on the procedure, basic on the people” a team have the right to present each various other respect.

Overall the book was a quick review that provides a new perspective on participation. Patrick Lencioni does not particularly call out any kind of lean principles or tools, however many kind of of the exact same believed processes are noticeable throughout the storyline. Finally, the storyinforming technique concentrating on Kathryn keeps the book fast-paced and lively causing an enjoyable analysis suffer.