The Five Dysfunctions of a Team Quotes

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The Five Dysfunctions of a Team: A Leadership Fable The Five Dysfunctions of a Team: A Leadership Fable by Patrick Lencioni
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“Trust is knowing that when a team member does push you, they're doing it because they care about the team.”
Patrick Lencioni, The Five Dysfunctions of a Team: A Leadership Fable
“Remember teamwork begins by building trust. And the only way to do that is to overcome our need for invulnerability.”
Patrick Lencioni, The Five Dysfunctions of a Team: A Leadership Fable
“Great teams do not hold back with one another. They are unafraid to air their dirty laundry. They admit their mistakes, their weaknesses, and their concerns without fear of reprisal.”
Patrick Lencioni, The Five Dysfunctions of a Team: A Leadership Fable
“It's as simple as this. When people don't unload their opinions and feel like they've been listened to, they won't really get on board.”
Patrick Lencioni, The Five Dysfunctions of a Team: A Leadership Fable
“Politics is when people choose their words and actions based on how they want others to react rather than based on what they really think.”
Patrick Lencioni, The Five Dysfunctions of a Team: A Leadership Fable
“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, The Five Dysfunctions of a Team: A Leadership Fable
“A team that is not focused on results ... • Stagnates/fails to grow • Rarely defeats competitors • Loses achievement-oriented employees”
Patrick Lencioni, The Five Dysfunctions of a Team: A Leadership Fable
“If you could get all the people in an organization rowing in the same direction, you could dominate any industry, in any market, against any competition, at any time.”
Patrick Lencioni, The Five Dysfunctions of a Team: A Leadership Fable
“Some people are hard to hold accountable because they are so helpful. Others because they get defensive. Others because they are intimidating. I don’t think it’s easy to hold anyone accountable, not even your own kids”
Patrick Lencioni, The Five Dysfunctions of a Team: A Leadership Fable
“A fractured team is just like a broken arm or leg; fixing it is always painful, and sometimes you have to rebreak it to make it heal correctly. And the rebreak hurts a lot more than the initial break, because you have to do it on purpose P.37”
Patrick Lencioni, The Five Dysfunctions of a Team: A Leadership Fable
“If we don’t trust one another, then we aren’t going to engage in open, constructive, ideological conflict.”
Patrick Lencioni, The Five Dysfunctions of a Team: A Leadership Fable
“Members of teams that tend to avoid conflict must occasionally assume the role of a “miner of conflict”—someone who extracts buried disagreements within the team and sheds the light of day on them. They must have the courage and confidence to call out sensitive issues and force team members to work through them. This requires a degree of objectivity during meetings and a commitment to staying with the conflict until it is resolved. Some”
Patrick Lencioni, The Five Dysfunctions of a Team: A Leadership Fable
“The ultimate test of a great team is results. And considering that tens of thousands of people escaped from the World Trade Center towers in New York City and the Pentagon in Washington, D.C., there can be no doubt that the teams who risked, and lost, their lives to save them were extraordinary.”
Patrick M. Lencioni, The Five Dysfunctions of a Team: A Leadership Fable
“I don’t think anyone ever gets completely used to conflict. If it’s not a little uncomfortable, then it’s not real. The key is to keep doing it anyway”
Patrick Lencioni, The Five Dysfunctions of a Team: A Leadership Fable
“To achieve results. This is the only true measure of a team P.42”
Patrick Lencioni, The Five Dysfunctions of a Team: A Leadership Fable
“How many of you would rather go to a meeting than a movie?” No hands went up. “Why not?” After a pause, Jeff realized that her question was not a rhetorical one. “Because movies are more interesting. Even the bad ones.” His peers chuckled. Kathryn smiled. “Right. But if you really think about it, meetings should be at least as interesting as movies.”
Patrick Lencioni, The Five Dysfunctions of a Team: A Leadership Fable
“Trust is the foundation of real teamwork.”
Patrick Lencioni, The Five Dysfunctions of a Team: A Leadership Fable
“Therefore, it is key that leaders demonstrate restraint when their people engage in conflict, and allow resolution to occur naturally, as messy as it can sometimes be. This can be a challenge because many leaders feel that they are somehow failing in their jobs by losing control of their teams during conflict. Finally, as trite as it may sound, a leader’s ability to personally model appropriate conflict behavior is essential. By avoiding conflict when it is necessary and productive—something many executives do—a team leader will encourage this dysfunction to thrive.”
Patrick Lencioni, The Five Dysfunctions of a Team: A Leadership Fable
“If we don’t trust one another, then we aren’t going to engage in open, constructive, ideological conflict. And we’ll just continue to preserve a sense of artificial harmony.”
Patrick Lencioni, The Five Dysfunctions of a Team: A Leadership Fable
“momentum.”
Lencioni, Patrick M., The Five Dysfunctions of a Team: A Leadership Fable
“That being said, experiential team exercises can be valuable tools for enhancing teamwork as long as they are layered upon more fundamental and relevant processes.”
Lencioni, Patrick M., The Five Dysfunctions of a Team: A Leadership Fable
“Great teams make clear and timely decisions and move forward with complete buy-in from every member of the team, even those who voted against the decision. They leave meetings confident that no one on the team is quietly harboring doubts about whether to support the actions agreed on.”
Patrick Lencioni, The Five Dysfunctions of a Team: A Leadership Fable
“The next dysfunction of a team is the lack of commitment and the failure to buy in to decisions.” She wrote the dysfunction above the previous one. “And the evidence of this one is ambiguity, ” which she wrote next to it. Nick was reengaging now.”
Jossey-Bass, The Five Dysfunctions of a Team: A Leadership Fable
“Consensus is horrible. I mean, if everyone really agrees on something and consensus comes about quickly and naturally, well that’s terrific. But that isn’t how it usually works, and so consensus becomes an attempt to please everyone.”
Jossey-Bass, The Five Dysfunctions of a Team: A Leadership Fable
“Consensus is horrible. I mean, if everyone really agrees on something and consensus comes about quickly and naturally, well that’s terrific. But that isn’t how it usually works, and so consensus becomes an attempt to please everyone.” “Which usually”
Jossey-Bass, The Five Dysfunctions of a Team: A Leadership Fable
“She explained. “Once we achieve clarity and buy-in, it is then that we have to hold each other accountable for what we sign up to do, for high standards of performance and behavior. And as simple as that sounds, most executives hate to do it, especially when it comes to a peer’s behavior, because they want to avoid interpersonal discomfort.”
Jossey-Bass, The Five Dysfunctions of a Team: A Leadership Fable
“That being said, experiential team exercises can be valuable tools for enhancing teamwork as long as they are layered upon more fundamental and relevant processes. While each of these tools and exercises can have a significant short-term impact on a team’s ability to build trust,”
Patrick M. Lencioni, The Five Dysfunctions of a Team: A Leadership Fable
“Our ability to engage in passionate, unfiltered debate about what we need to do to succeed will determine our future as much as any products we develop or partnerships we sign.” It”
Patrick Lencioni, The Five Dysfunctions of a Team: A Leadership Fable
“The enemy of accountability is ambiguity”
Patrick Lencioni, The Five Dysfunctions of a Team: A Leadership Fable
“Commitment is a function of two things: clarity and buy-in”
Patrick Lencioni, The Five Dysfunctions of a Team: A Leadership Fable

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