The Five DYSFUNCTIONS of TEAM

What makes a team? Collaboration Commitment Trust Conflict Accountability Results

The Model of Change results accountability commitment conflict trust

Inattention to RESULTS Status - Understand that your status is not based off of what you do alone for the team but what you do for and with the team Ego -There can be no issues of the EGO -Avoid the issue of the team trying to seek individual attention and recognition

Suggestions for overcoming Results Result based rewards- tie the rewards to compensation Public declaration of results- commit publicly

Absence of TRUST Invulnerability - Have each person acknowledge their strengths and weaknesses to the team.

Suggestions for overcoming Trust Personal History Exercise- 30minutes, have staff relate something personal of the past through a question that is given. Team effectiveness exercise- 60minutes, have staff identify the single most important contribution that each team member makes Personality and behavioral preferences profiles- 4hours, this tool provides practical and scientifically valid behavioral descriptions of team members

Fear of CONFLICT Artificial Harmony -When one holds back their opinion and/or honest concern -A lack of conflict

Suggestions for overcoming 1. acknowledge that conflict is productive 2. make sure meetings are lively and interesting 3. minimize POLITICS (the schools are bad about this one)

Lack of COMMITMENT Ambiguity - not having clear understanding -When the team is committed to their job only -Their inability to move beyond debate

Suggestions for overcoming Cascading messaging-10min, take a moment to speak and assure that all team members agree on what needs to take place next Deadlines- commitment to clear deadlines Low-Risk exposure therapy- a team forces themselves to make a decision

Avoidance of ACCOUNTABILITY Low Standards -The fear of calling a teammate on their performance -If there is no buy-in then people will not hold each other accountable.

Suggestions for overcoming Publication of goals and standards- set the behavioral standards Simple and Regular Progress Reviews- give feedback on behavioral performance Team rewards- shifting the rewards away from individual performance to team achievement

What it takes to make a team Clarity around the major goal/communication Trusting your teammates Letting go of the ego’s Conflict/debate, eliminating confusion Commitment Accountability

How do we get there Have a Leader that is able to…… -Set the tone for the focus of results -Be selfless -Get rid of the members that are not ready, cut out for, or don’t plan to work toward the vision of the school/team

Possible Methods Annual planning - retreats off-site(3days) to discuss things like budgets successful planning or cascading messaging Quarterly staff meetings -off-site(2days) to discuss strategic discussions, employee performance, key issues team development Weekly staff meetings -on-site(2 hours) discussions on goal progress, customer review, tactical issues, resolution, cascading messages Ad hoc topical meetings - on-site(2 hours) discussions on strategic issues that cannot be adequately discussed during weekly staff meetings

Educational Methods Each school should a similar method of meeting style. It is how well do we disburse the information given, are we fully present or even present at all for that matter. Our school model (we have three schools in one building) -Leadership meetings (on-site, monthly, 1-2 hours) -SIT team ( on-site, monthly, 1 hour) -Department meetings (on-site, monthly, 30-45m) -Complex meetings (on-site, monthly,1 hour) -School meetings (on-site, monthly,1 hour) -Workshops (off-site, quarterly, 4-6 hours)

Summary Teamwork ultimately comes down to practicing a small set of principles over a long period of time (Lencioni,2002) We have to acknowledge the imperfections of our school so that we can act as a functional team.

Key Points 1.Be selfless 2.Be objective 3.Reserve rewards 4.Reserve recognition for real contributions that are for the achievement of the group 5.Embrace common sense with uncommon levels of discipline and persistence 6.Minimize individualistic behavior 7.Avoids distractions

References Lencioni, Patrick The FIVE dysfunctions of a TEAM. Jossey-Boss Publication, San Francisco, CA.