PMICIC PDD 2016 jim alstott - team dysfunction

Five Behaviors of TeamsDysfunction to Cohesion

Created by Pat Lencioni

Presented by Jim Alstott

© Jim Alstott 2016

Will Andrew Luck ever make the

Super Bowl?

© Jim Alstott 2016

GoalAs a result of participating, you will be able to influence your teams toward being more cohesive, productive, and fun.

© Jim Alstott 2016

A Look at TeamsMany aspects of building teamsFocus varies on getting:

Top performers Right PeopleSmart People Right ProcessesVision

Pat Lencioni looks at Values

A Look at Us

• Teams consist of people• People’s personalities are

different• Differences define team culture• Knowing this builds cohesive

teams• DiSC is one way to view

personalities

Which one are you?

Dominance Influence

SteadinessConscientiousness

Get it Done Get it Together

Get AlongGet it Right

What? Who?

How?Why?

Which One are You?

Five Behaviors of TeamsDysfunction to Cohesion

© Jim Alstott 2016

Amazon Best Sellers Rank:

#1 in Books > Business & Money > Management & Leadership > Management Science

#1 in Books > Business & Money > Human Resources > Human Resources & Personnel Management

#1 in Books > Textbooks > Business & Finance > Management

© Jim Alstott 2016

“Not finance. Not strategy. Not technology. It is teamwork that remains the ultimate competitive advantage, both because it is so powerful and so rare.”

Patrick Lencioni

© Jim Alstott 2016

The Five Behaviors of a Cohesive Team™ Framework

Predictive

Types of TrustVulnerability based

© Jim Alstott 2016

Characteristics of a Dysfunctional Team

Unhealthy competition

Lack of TrustFinger-pointing

Pessimism Few Opportunities to LearnPoor Results!

© Jim Alstott 2016

Characteristics of a Cohesive Team

Trust Goal-Focused

Learning Environment

Results!

Healthy Conflict Transparency

© Jim Alstott 2016

When team members are genuinely transparent and honest with one another, they are able to build vulnerability-based trust.

TRUSTThe Foundation

© Jim Alstott 2016

The Five Behaviors of a Cohesive Team™ Framework

Conflict ContinuumArtificial Harmony

Mean-SpiritedAttacks

© Jim Alstott 2016

When there is trust, team members are able to engage in unfiltered, constructive debate of ideas.

CONFLICTThe Healthy Kind

© Jim Alstott 2016

Convince or be Convinced

“You go to a meeting and you can disagree all you want, but at the end of that meeting you will commit and walk out of the room on the same page.”

Patrick Lencioni on Intel’s philosophy

© Jim Alstott 2016

When team members are able to offer opinions and debate ideas, they will be more likely to commit to decisions.

COMMITMENT

Not Consensus

© Jim Alstott 2016

Obstacles that Prevent Accountability

It’s not my place to criticize anybody”

Every time I say something, he shuts down.

It’s my manager’s job to do that. Not mine!

I can’t be bothered with that! I have my own stuff to worry about.

© Jim Alstott 2016

When everyone is committed to a clear plan of action, they will be more willing to hold one another accountable

ACCOUNTABILITYPeer-to-Peer

© Jim Alstott 2016

Teams That Focus on Collective Results

Minimize individualistic behaviors

Members willingly sacrifice for the team

Bothered by losses to competitorsCelebrate Success!

Members point out each other’s contributions

© Jim Alstott 2016

For a team to excel, all members must be willing to put the team’s goals ahead of any individual goals.

RESULTSCollective

© Jim Alstott 2016

Team Assessment

© Jim Alstott 2016

Thank You

© Jim Alstott 2016