The Five Dysfunctions of a Team Quotes

“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

“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

“momentum.”
― Lencioni, Patrick M., 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. A friend of mine, the founder of a large, successful company, best expressed the power of teamwork when he once told me, “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

“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. In essence, teammates must get comfortable being vulnerable with one another.”
― Patrick Lencioni, The Five Dysfunctions of a Team

“The ultimate test of a great team is results.”
― Patrick Lencioni, The Five Dysfunctions of a Team: A Leadership Fable

“Every good organization specifies what it plans to achieve in a given period, and these goals, more than the financial metrics that they drive, make up the majority of near-term, controllable results. So, while profit may be the ultimate measure of results for a corporation, the goals and objectives that executives set for themselves along the way constitute a more representative example of the results it strives for as a team. Ultimately, these goals drive profit.”
― Patrick Lencioni, The Five Dysfunctions of a Team: A Leadership Fable

“Team Rewards By shifting rewards away from individual performance to team achievement, the team can create a culture of accountability. This occurs because a team is unlikely to stand by quietly and fail because a peer is not pulling his or her weight.”
― Patrick Lencioni, The Five Dysfunctions of a Team: A Leadership Fable

“Simple and Regular Progress Reviews A little structure goes a long way toward helping people take action that they might not otherwise be inclined to do. This is especially true when it comes to giving people feedback on their behavior or performance. Team members should regularly communicate with one another, either verbally or in written form, about how they feel their teammates are doing against stated objectives and standards. Relying on them to do so on their own, with no clear expectations or structure, is inviting the potential for the avoidance of accountability.”
― Patrick Lencioni, The Five Dysfunctions of a Team: A Leadership Fable

“Another way to understand this model is to take the opposite approach—a positive one—and imagine how members of truly cohesive teams behave: They trust one another. They engage in unfiltered conflict around ideas. They commit to decisions and plans of action. They hold one another accountable for delivering against those plans. They focus on the achievement of collective results.”
― Patrick Lencioni, The Five Dysfunctions of a Team: A Leadership Fable

“But I can assure you that we're going to find the right person. That means everyone here will be interviewing candidates and pushing to find someone who can demonstrate trust, engage in conflict, commit to group decisions, hold their peers accountable, and focus on the results of the team, not their own ego.”
― Patrick Lencioni, The Five Dysfunctions of a Team: A Leadership Fable

“of the team members. Kathryn continued, “I want all of you challenging each other about what you are doing, how you are spending your time, whether you are making enough progress.”
― Patrick Lencioni, The Five Dysfunctions of a Team: A Leadership Fable

“Martin didn’t attack statements like that with emotion. He preferred what he liked to call a Sarcratic approach—a sarcastic version of the Socratic method.”
― Patrick Lencioni, The Five Dysfunctions of a Team: A Leadership Fable

“As strongly as we feel about our own employees and as wonderful as that is for them, it simply cannot come at the expense of the loyalty and commitment we have to the group of people sitting here today.”
― Patrick Lencioni, The Five Dysfunctions of a Team: A Leadership Fable

“We have more money, better technology, and more talented and experienced executives than our competitors, and yet we are behind. What we lack is teamwork, and I can promise you all that I have no greater priority as CEO than making you, I mean, us, more effective as a group.”
― Patrick Lencioni, The Five Dysfunctions of a Team: A Leadership Fable

“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.”
― Patrick Lencioni, The Five Dysfunctions of a Team: A Leadership Fable

“they need to weigh in before they can really buy in.”
― Patrick Lencioni, The Five Dysfunctions of a Team: A Leadership Fable

“The point here is that most reasonable people don’t have to get their way in a discussion. They just need to be heard, and to know that their input was considered and responded to.”
― Patrick Lencioni, The Five Dysfunctions of a Team: A Leadership Fable

“Rozbity zespół jest jak złamana ręka lub noga: składanie jest zawsze bolesne, zdarza się nawet, że musisz ją ponownie łamać, by w końcu lepiej się zrosła. A powtórne łamanie boli jeszcze bardziej niż pierwsze, ponieważ musisz zrobić to w sposób zamierzony.”
― Patrick Lencioni, The Five Dysfunctions of a Team

“and experienced executives than our competitors,”
― Patrick Lencioni, The Five Dysfunctions of a Team: A Leadership Fable

“Let me assure you that from now on, every staff meeting we have will be loaded with conflict. And they won’t be boring. And if there is nothing worth debating, then we won’t have a meeting.”
― Patrick Lencioni, The Five Dysfunctions of a Team: A Leadership Fable

“La confianza es el fundamento del trabajo en equipo. Y por eso la primera disfunción es el fracaso de los miembros del equipo en comprenderse y abrirse unos a otros.”
― Patrick Lencioni, Las cinco disfunciones de un equipo

“la primera disfunción: la ausencia de confianza. Se”
― Patrick Lencioni, Las cinco disfunciones de un equipo

“I'd say that I'm good at solving problems, doing analysis—stuff like that. What I'm not so good at is communicating with human beings.” He stopped. “I mean, it's not that I can't do it, but I really prefer people who aren't sensitive. I like to have conversations with people on a purely intellectual level and not have to worry about what they're feeling or anything like that. Does that make sense?”
― Patrick Lencioni, 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 turns into displeasing everyone equally.” Jeff made his remark with a look of pain on his face, as though he were reliving a bad memory. “Exactly. The point here is that most reasonable people don’t have to get their way in a discussion. They just need to be heard, and to know that their input was considered and responded to.” “So where does the lack of commitment come into play?” Nick wanted to know. “Well, some teams get paralyzed by their need for complete agreement, and their inability to move beyond debate.”
― Patrick Lencioni, The Five Dysfunctions of a Team: A Leadership Fable

“his job is to create the best team possible, not to shepherd the careers of individual”
― Patrick Lencioni, The Five Dysfunctions of a Team: A Leadership Fable

“I don’t know how else to say this, but building a team is hard.”
― Patrick Lencioni, The Five Dysfunctions of a Team: A Leadership Fable

“Because of this lack of real commitment and buy-in, team members develop an avoidance of accountability, the fourth dysfunction. Without committing to a clear plan of action, even the most focused and driven people often hesitate to call their peers on actions and behaviors that seem counterproductive to the good of the team.”
― Patrick Lencioni, The Five Dysfunctions of a Team: A Leadership Fable

“This failure to build trust is damaging because it sets the tone for the second dysfunction: fear of conflict. Teams that lack trust are incapable of engaging in unfiltered and passionate debate of ideas. Instead, they resort to veiled discussions and guarded comments.”
― Patrick Lencioni, The Five Dysfunctions of a Team: A Leadership Fable

“The first dysfunction is an absence of trust among team members. Essentially, this stems from their unwillingness to be vulnerable within the group. Team members who are not genuinely open with one another about their mistakes and weaknesses make it impossible to build a foundation for trust.”
― Patrick Lencioni, The Five Dysfunctions of a Team: A Leadership Fable