The 5
Dysfunctions
of a Team

• 1) Indifference to the overall outcome

  • Selfishness

  • Careerism

  • Self-recognition

  • Self-interest more important than the whole

  • Or the interests of their own departments

  • Solution

  • Formulate and set a common goal

• 2) Undemanding of others

  • Low standards

  • You don't do a good job yourself and can't expect others to do a good job

  • The principle of "It's none of my business

  • Solution

  • Demand

  • Tell the person where they are failing

    • And what to fix

• Team assessment

  • Rules

  • Three-point scale

  • Rate how well each statement fits our team

    • Answer options

    • 3 - Always

    • 2 - Sometimes

    • 1 - Rarely

  • Respond frankly and quickly

  • Questions

  • 1. Do our team members discuss any issues and problems fervently and openly?
  • 2. Do our team members openly criticise each other for shortcomings and unproductive behaviour?
  • 3. do our team members know what their colleagues are working on and how they contribute to the overall goal of the team?
  • 4. Do our team members sincerely and immediately apologise if they happen to offend a colleague or unintentionally damage teamwork?
  • 5. Are our team members willing to sacrifice something (a bonus, fame, a staff position) for the good of the whole team?
  • 6. Do our team members openly admit their weaknesses and mistakes?
  • 7. Are team meetings very interesting and never boring?
  • 8. Our team members have full confidence that their colleagues fully support the decisions made and will implement them, even if they did not agree with them at first
  • 9. The atmosphere in our team is strongly influenced by the success of our goals
  • 10. Our team meetings always deal with the most important and most difficult issues. Specific decisions are made. 11.
  • 11. our team members do everything they can not to let their colleagues down.
  • 12. our team members know all about each other and are comfortable discussing non-work-related issues.
  • 13. Our team members end all discussions with clear and concise resolutions.
  • 14. Our team members monitor the implementation of plans and the quality of each other's work.

  • 15.Our team members do not brag about their achievements, but are happy to acknowledge the successes of their colleagues

  • Results

  • Answers

    • Defect 5 Indifference to the overall outcome

    • Question 5

    • Question 9

    • Question 15

    • Defect 4 Indifference to others

    • Question 2

    • Question 11

    • Question 14

    • Total

    • Defect 3 Indiscriminateness

    • Question 3

    • Question 8

    • Question 12

    • Total

    • Defect 2 Avoidance of conflict

    • Question 1

    • Question 7

    • Question 10

    • Total

    • Defect 1 Mutual distrust

    • Question 4

    • Question 6

    • Question 12

    • Total

  • Interpretation

    • 8-9

    • No defect

    • 6-7

    • Risk of defects

    • 3-5

    • Immediate action to be taken

  • Note

    • Even the best teams need constant work

    • Because even the best teams are prone to defects

• 3) Uncertainty

  • Uncertainty

  • Not knowing whether a person will do what is agreed or not

  • Because people do not trust each other and do not support common decisions

  • Decision

  • Take care of yourself

  • Other subordinates will lead by example

• 4) Avoiding conflict

  • False agreement

  • People who mistrust each other are incapable of open discussion

  • Afraid 

    • Of offending

    • Being offended

  • Neutral remarks

  • Barbs

  • Cautious comments

  • Result in a decision that pleases no one

  • Decision

  • Did you write it this way because you chose not to argue or because you have an objection?

  • What do you think about it?

  • If you disagree

    • The person explains why he/she disagrees.

    • Then you have to explain to him why it's worthwhile.

• 5) Mutual distrust

  • Fear of showing everyone their Vulnerability, weakness

  • Personal

  • Afraid to admit their mistakes, shortcomings

  • Hide them at all costs

  • Suspicious atmosphere

  • Trust

  • It's a belief that team members are guided by good intentions 

  • That's why you don't have to be afraid or defensive

  • It's not waiting to be stabbed in the back

  • Don't waste effort and time on intrigues and so on

  • Decision

  • A little about yourself.

    • Ask a few questions, not very personal.

    • About family

    • About family/school problems

    • About my childhood

    • My first job

    • The worst job

    • Minimum 30 min.

  • Team effectiveness

    • Each decides what each colleague contributes to the common cause

    • Determines where to step up and where to stop

    • It is important that everyone has their say

    • Starting with the boss and one at a time

    • At least 60 min.

  • Personality and behaviour profile

    • Build preference profiles

    • Helps to understand each other better

    • For example Maers-Briggs

    • Involve a professional to conduct and analyse results

    • Minimum 4 hours

  • Feedback

    • Give a clear assessment of each other's performance

    • And give critical feedback

    • Main

    • Objectivity 

    • Informality

  • Team sports activities

    • In addition to others if only

  • Regularly carry out techniques from the solution to establish and maintain credibility as they are all short-lived

  • Leadership role

    • First to show vulnerability

    • Sincerely

    • Can risk losing face so that others follow suit and are not afraid

• The 5 virtues of the team

  • Trust

  • Open discussion of problems and ideas

  • Commitment to decisions and plans 

  • Accountable for the implementation or non-implementation of decisions and plans

  • Committed to a common goal