1. The Five Dysfunctions of a Team a collaborative session based on the book by Patrick Lencioni Lauri SoJourner Executive Director Gravatt Camp and Conference Center

2. What is the most important tool you need to run your organization? Mission Strategy Money Location Support from your Diocese NO! NO! NO! NO! NO!

4. The Most Important Thing Is… People working together to move in the same direction “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.” ~Patrick Lencioni

5. Dysfunction #1 Absence of trust “In the context of building a team, 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

7. Trust Members of teams with an absence of trust… Conceal their weaknesses and mistakes Hesitate to ask for help or feedback Hesitate to offer help Jump to conclusions about others Fail to tap into others’ strengths Manage their behavior for effect; “play political games” Hold grudges Dread meetings and avoid spending time with the team Members of trusting teams… Admit weaknesses and mistakes Ask for help Accept input from others Give the benefit of the doubt Offer feedback and assistance Appreciate and tap into the strengths of others Focus on important issues, not politics Offer and accept apologies Look forward to meeting and opportunities to work together

8. How does the leader encourage building trust in the team? By demonstrating vulnerability first.

9. Dysfunction #2 Fear of conflict “All great relationships, the ones that last over time, require productive conflict in order to grow…. Ideological conflict is limited to concepts and ideas, and avoids personality-focused, mean- spirited attacks. However, it can have many of the same external qualities of interpersonal conflict – passion, emotion, and frustration….” ~Patrick Lencioni

10. Healthy Conflict Teams that fear conflict… Have boring meetings. Create environments for personal attacks and passive aggression Ignore uncomfortable topics that are critical to success Fail to get different opinions and perspectives Waste time and energy Teams that engage in conflict… Have interesting meetings Use ideas from all team members Solve problems Save time (because issues get resolved) Minimize politics Discuss critical issues

11. How does the leader promote healthy conflict? (Just kidding.)

12. How does the leader promote healthy conflict? By allowing appropriate conflict to happen.

13. Dysfunction #3 Lack of commitment “In the context of a team, commitment is a function of two things: clarity and buy-in…. The two greatest causes of lack of commitment are the desire for consensus and the need for certainty.” ~Patrick Lencioni

15. Commitment A team that fails to commit… Creates ambiguity about direction and priorities. Loses opportunities because of failure to act Breeds lack of confidence and fear of failure Wastes time revisiting the same topics Encourages second guessing A team that commits… Creates clarity about directions and priorities Is aligned around a common objective Learns from mistakes Takes advantage of opportunities Moves forward Changes direction when needed without guilt

16. How does the leader promote commitment? By pushing the team for closure around issues, adhering to schedules the team sets, and being comfortable with boldly making decisions (that may sometimes be wrong). By not placing too high a priority on consensus and certainty.

17. Dysfunction #4 Avoidance of Accountability “Members of great teams improve their relationships by holding one another accountable, thus demonstrating that they respect each other and have high expectations for one another’s performance.” ~Patrick Lencioni

18. Accountability A team that avoids accountability… Creates resentment Encourages mediocrity Breeds passive aggression Misses deadlines Places undue burden on the team leader as the sole source of discipline A team that holds one another accountable… Pressures poor performers to improve Identifies problems quickly Establishes respect Avoids excessive bureaucracy Saves time

20. How does the leader promote accountability? By allowing and encouraging the team to serve as the first accountability mechanism and not hesitating to step in when necessary.

21. Dysfunction #5 Inattention to results (of the team) “The ultimate dysfunction of a team is the tendency of members to care about something other than the collective goals of the group.” ~Patrick Lencioni

22. Results A team that is not focused on results… Stagnates Does not grow Loses good employees Encourages members to focus individually Is easily distracted A team that focuses on collective results… Retains good employees Minimizes individual behavior Enjoys successes Doesn’t suffer failure for long Avoids distractions

24. How does the leader promote results? By setting the tone for focus on results and recognizing those who make contributions to the achievement of group goals.

25. Discussion…

26. Related Books I Like The Five Dysfunctions of a Team Patrick M. Lencioni Silos, Politics and Turf Wars: A Leadership Fable Patrick M. Lencioni QBQ: The Question Behind the Question John G. Miller Thanks for the Feedback Douglas Stone and Sheila Heen Fry the Monkeys – Create a Solution Alan Kay The Four Agreements Don Miguel Ruiz

27. Lauri SoJourner Executive Director Gravatt Camp and Conference Center 803.648.1817 director@campgravatt.org KEEP IN TOUCH!