The Five Dysfunctions of a Team: A Leadership Fable

by Patrick Lencioni

trust is the confidence among team members that their peers' intentions are good, and that there is no reason to be protective or careful around the group.

The key to making a 360-degree program work, in my opinion, is divorcing it entirely from compensation and formal performance evaluation.

Contrary to the notion that teams waste time and energy arguing, those that avoid conflict actually doom themselves to revisiting issues again and again without resolution.

commitment is a function of two things: clarity and buy-in. Great

reasonable human beings do not need to get their way in order to support a decision, but only need to know that their opinions have been heard and considered.