4 MAT Book Review Lencioni Teamwork is crucial to business success. It takes courage and persistence in order to achieve shared goals. Consistent with Lencioni (2005, pg.4) teamwork gives people a sense of connection and belonging. For that reason, there must be a mutual trust, accountability, and commitment. It is difficult to measure and to achieve however, the true measure is when it accomplishes the results that it sets out to achieve. The purpose of this book review is to provide an overview of how to become a more cohesive team while dealing with dysfunctions. Teams fear conflict; however, it helps build trust and pushes members out of their emotional comfort zone. Consistent with Lencioni (2005, pg. 38), without conflict during discussions,
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The five dysfunctions identified in the book are building trust, mastering conflict, achieving commitment, embracing accountability, and focusing on the desired results. It is the leader’s top responsibility is to communicate expectations clearly and accurately to the members. If team members are unclear of the expectation of the goals that the group wants to achieve, they cannot move forward progressively. When I worked at Wells Fargo Bank, I was a top performer. I was committed to achieving and passing the established and shared goals of my department. I was a Fraud Analyst and had received just about every award that there was to obtain. As conveyed in the book, great teams are made up of great team members Lencioni (2005, pg.96). On the contrary, the team that I was a part of lacked commitment and trust. They feared airing their needs and concerns due to the lack of trust. Many of them were struggling to meet standards and made several errors. They were often threaten with being fired for not meeting monthly and quarterly standards. If I spoke up for them in meetings and made the leaders aware of some of the issues that were hindering the team from reaching standards, no one would speak up and have my back. I did not have any problems with production or errors; however, I was speaking out on the behalf of my team. They would sit in …show more content…
The reading conveys that effective team must be made aware of what is critical to know and the importance of accountability. As mentioned by Lencioni (2005, pg.67), team members must know what each other is working on and what is expected from them in other to hold them accountable. I like the idea the book convey, at the beginning of every meeting, each member should update the team about his or her three top priorities of the week. Then if any member feels that the team member is spending his or her time unwisely, or that their time or energy is needed in another area, changes should be made. This goes back to trust. The team must trust leadership and commit to the team’s shared goals. There is no way that be the team should be on one accord if high performance standards are not set and demands members do not to meet them. Since leaders have influence with regard to the initial definition of goals and decisions about the group’s structure, we as leaders must provide direction and order within the group structure. I cannot do anything about the previous problems that I left at the Bank. However, when school starts back, I will meet with my team and clarify established expectations and goals of how we will move forward in an effort to
The five dysfunctions identified in the book are building trust, mastering conflict, achieving commitment, embracing accountability, and focusing on the desired results. It is the leader’s top responsibility is to communicate expectations clearly and accurately to the members. If team members are unclear of the expectation of the goals that the group wants to achieve, they cannot move forward progressively. When I worked at Wells Fargo Bank, I was a top performer. I was committed to achieving and passing the established and shared goals of my department. I was a Fraud Analyst and had received just about every award that there was to obtain. As conveyed in the book, great teams are made up of great team members Lencioni (2005, pg.96). On the contrary, the team that I was a part of lacked commitment and trust. They feared airing their needs and concerns due to the lack of trust. Many of them were struggling to meet standards and made several errors. They were often threaten with being fired for not meeting monthly and quarterly standards. If I spoke up for them in meetings and made the leaders aware of some of the issues that were hindering the team from reaching standards, no one would speak up and have my back. I did not have any problems with production or errors; however, I was speaking out on the behalf of my team. They would sit in …show more content…
The reading conveys that effective team must be made aware of what is critical to know and the importance of accountability. As mentioned by Lencioni (2005, pg.67), team members must know what each other is working on and what is expected from them in other to hold them accountable. I like the idea the book convey, at the beginning of every meeting, each member should update the team about his or her three top priorities of the week. Then if any member feels that the team member is spending his or her time unwisely, or that their time or energy is needed in another area, changes should be made. This goes back to trust. The team must trust leadership and commit to the team’s shared goals. There is no way that be the team should be on one accord if high performance standards are not set and demands members do not to meet them. Since leaders have influence with regard to the initial definition of goals and decisions about the group’s structure, we as leaders must provide direction and order within the group structure. I cannot do anything about the previous problems that I left at the Bank. However, when school starts back, I will meet with my team and clarify established expectations and goals of how we will move forward in an effort to