Critical Analysis Of The Five Dysfunction Of A Team

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The Five Dysfunction of a Team addresses those impediments that can prevent a group of people from working effectively and efficiently together towards a goal. My experience as a member of a Cornerstone formation team last year exemplifies how those obstacles make team work almost impossible and definitely unpleasant. I will summarize that experience and evaluate it in terms of the five dysfunctions explained in the book, ending with my assessment and recommendation on how our group could have overcome the dysfunctions we experienced. In the fall of 2014 I had only just moved into the Moscow area and joined a church close to home. Looking meet people and anxious to find a Catholic women’s group to join I began involving myself in different …show more content…
This not only pertained to Joan but to others in our gathering. Rosemary was a member put in charge of marketing and advertising, despite her lack of computer skills or even a computer. With her attention to detail and upbeat and positive attitude made it difficult to hold Rosemary accountable for the delay in delivering to our community information about the retreat. Combined with the fact that she was given the job by Joan without input from any of us kept us from mentioning the problems the delay was causing us. Joan was challenging to hold accountable since we found her so intimidating and defensive. Joan too was fragile and we were afraid that if we stood up to her that we would be making her life difficult beyond what she could handle at the …show more content…
Her emotional intelligence was surprisingly low for a woman who moved around so much and needed to fit into communities quickly and greatly contributed to the retardation of normal group processes. I’m as much surprised at my own behavior as I am hers. In reflecting back on this experience there are several ways that I could have helped the group overcome some of these dysfunctions. In helping to build trust I could have recognized and faced my own dysfunctions at the beginning. I hate conflicts based on behavior. To call someone out on inappropriate behavior is difficult for me. Conflict about my motives concerned me as well, was I unhappy because I wasn’t leading this group and had a different leadership style or was it because we were ineffective in realizing our goal? I’m also clear about my own strengths and weakness when operating in a group and I could have facilitated a discussion so that we all could know each other’s as well. In order to help our team confront our fear of conflict, appointing myself to be the one to call out sensitive issues and force members to work through would have been a sound idea. It would have been important to help them see why working through the conflict would be necessary. Although we

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