| The Five Dysfunctions of a Team | 
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Avg. Customer Rating:   (based on 232 reviews)
Sales Rank: 30605
Category: Book
Publisher: Random House Audio
Studio: Random House Audio
Manufacturer: Random House Audio
Label: Random House Audio
Format: Audiobook, Unabridged
Languages: English (Original Language), English (Unknown), English (Published)
Media: Audio CD
Edition: Unabridged
Number Of Items: 3
Shipping Weight (lbs): 0.4
Dimensions (in): 5.6 x 4.9 x 1
ISBN: 0739332570
Dewey Decimal Number: 658.4036
EAN: 9780739332573
ASIN: 0739332570
Publication Date: April 4, 2006
Release Date: April 4, 2006
Availability: Usually ships in 1-2 business days
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Product Description
After her first two weeks observing the problems at DecisionTech, Kathryn Petersen, its new CEO, had more than a few moments when she wondered if she should have taken the job. But Kathryn knew there was little chance she would have turned it down. After all, retirement made her antsy, and nothing excited her more than a challenge. What she could not have known when she accepted the job, however, was just how dysfunctional her team was, and how team members would challenge her in ways no one ever had before.
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 bestselling 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.
Amazon.com Review
Once again using an astutely written fictional tale to unambiguously but painlessly deliver some hard truths about critical business procedures, Patrick Lencioni targets group behavior in the final entry of his trilogy of corporate fables. And like those preceding it, The Five Dysfunctions of a Team is an entertaining, quick read filled with useful information that will prove easy to digest and implement. This time, Lencioni weaves his lessons around the story of a troubled Silicon Valley firm and its unexpected choice for a new CEO: an old-school manager who had retired from a traditional manufacturing company two years earlier at age 55. Showing exactly how existing personnel failed to function as a unit, and precisely how the new boss worked to reestablish that essential conduct, the book's first part colorfully illustrates the ways that teamwork can elude even the most dedicated individuals--and be restored by an insightful leader. A second part offers details on Lencioni's "five dysfunctions" (absence of trust, fear of conflict, lack of commitment, avoidance of accountability, and inattention to results), along with a questionnaire for readers to use in evaluating their own teams and specifics to help them understand and overcome these common shortcomings. Like the author's previous books, The Five Temptations of a CEO and Obsessions of an Extraordinary Executive, this is highly recommended. --Howard Rothman
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| Customer Reviews: Read 227 more reviews...
 Not finance. Not strategy. Not technology. It is teamwork that remains the ultimate competitive advantage... January 8, 2009
Not finance. Not strategy. Not technology. It is teamwork that remains the ultimate competitive advantage, both because it is so powerful and so rare. (pg. vii) Many leaders seem to grasp this truth, while at the same time surrender to the impossibility of actually making it happen. It is rare, because teams are made up of imperfect human beings, therefore are inherently dysfunctional. However, the situation is far from doomed. Building a strong team is both possible and remarkably simple, but it is painfully difficult. Success comes only for those groups that overcome the all-too-human behavioral tendencies that corrupt teams and breed dysfunctional politics within them.
Lencioni weaves a story of a Silicon valley high-tech (and high-ego/ high-pride) company that is struggling and is in a dire need for a change of direction. The old CEO, Jeff who was 37-year old, was leaving the company and the board was looking for a replacement. Kathryn, the new CEO, was a cultural mismatch: she was old, worked in low-tech companies, had a career in the military, did not go to school to Harvard or Stanford, she was a woman, overall cultural mismatch for the young high-tech company, an old school, blue-collar executive. But, Kathryn was very successful with relatively modest training. She had an amazing gift for building teams. She was calm and confident. At the beginning, she did nothing at all: interview with each of her direct reports, walked the halls, chatted with staff members, listened and took notes. She wondered more than few times if she should have taken the job, but the prospect of letting the chairman down discomforted her a bit. And, so the story moves on.
The five dysfunctions described in the book are: (1) lack of trust - shown in various ways, such as conceal their weaknesses and mistakes from one another, jump to conclusions for one another, waste time and energy managing their behaviors for effect, etc. (2) Fear of conflict - ex. lots of back-channel office politics because people are afraid to bring issues for open discussion, ignore controversial topics, even though those are most often the real problems that ought to be solved, etc; (3) lack of commitment - excessive analysis, second-guessing, fear of failure, etc. (4) avoidance of accountability - encourages mediocrity, leaders as sole source of discipline instead of the whole team, etc. (5) inattention to results - encourages team members to focus on their own career vs. the success of the team. Besides illustrating these dysfunctions in the story and how to address them, the end chapter of the book analyzes them in more depth. This book ought to be a required reading for all business students and all employees/ employers who have to work in teams (which is just about everybody).
If you work in a Christian ministry or you are a Christian, consider this secular story as a modern-day parable dealing with dysfunctions (sins) of teams and how to address them. Most of the concepts have their Christian parallels (Book of Proverbs, New Testament), such as: lack of trust = lack of faith, fear of conflict = fear of being reproved in love (or to give reproof) perhaps due to our own pride, lack of commitment = putting hands on a plow and looking back, avoidance of accountability = avoiding to show fruit of the Spirit and fruit of repentance, inattention to results = similar to previous, plus not loving others as you love yourself. If you analyze it carefully, you will see that I do not equate the terms loosely, but rather quite closely to the Biblical meaning. Highly recommended.
You may also like to read: The Three Signs of a Miserable Job: A Fable for Managers (And Their Employees), The Richest Man Who Ever Lived: King Solomon's Secrets to Success, Wealth, and Happiness.
Perfect January 7, 2009
Book arrived in perfect condition and within days of ordering! I would definitely buy from this seller again.
Easy Read: Important Topic December 28, 2008
1 out of 1 found this review helpful
This is a great book and worth reading if you work in a team setting. It applies to any organization. The Five Dysfunctions was given to me by business associate. I read it and found the information very useful, especially in a leadership setting. I subsequently purchased copies for the Leadership Team. Everyone read it without the normal complaints. In fact, several said it was one of the easiest business books they have ever read. We used the content for an offsite discussion. It opened up a lot of "unsaids" and helped our team work towards a more productive and effective working relationship. Lencioni hits the nail on the head to start with Trust (the first Dysfunction). He accurately explains that this area must be addressed first.
I especially like the Team Assessment on pages 192 and 193 (15 easy to fill out questions). The book is worth it for this tool alone. Our initial Team Assessment did not score as well as I had hoped - it was a much needed wake up call. After a lot of discussion and effort, we have made progress by working on the 5 Dysfunctions.
Six months later, we have improved our score. More important, we have improved our ability to function well as a team. The Five Dysfunctions is a useful catalyst to help improve team effectiveness but you have to be willing to work on it - not in one meeting, in every meeting. The book provides a common language that facilitates communication and provides five simple areas to focus on.
A Must Read for Team Success December 22, 2008
Do you want to overcome poor team dynamics to enjoy success and enjoy coming into work? Have everyone on your team read this book.
An Essential Read for Leaders December 20, 2008
As a manager at fortune 500 company with over 50 billion in revenue, I had never encountered a dysfunctional team until this last spring.
I read a number of books on teamwork and leadership and "The Five Dysfunctions of a Team" shows the importance of trust, debate, commitment, and accountability better than any other book I read. The story is engaging and the lesson invaluable. This is a must read for leaders.
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