Kathryn's The Five Dysfunctions Of A Team

In the book, “The Five Dysfunctions of a Team” there was conflict within the company. Kathryn stated that “Our ability to engage in passionate, unfiltered debate about what we need to do to succeed will determine our future.” (The Five Dysfunctions of a Team, Page 101). They experienced Negative Synergy, defined as; “group members working together to produce a worse result than expected based on perceived individual skills and abilities of members” (In Mixed Company, Page 47). The group was lacking skills needed for an effective team and the company was failing because of this. No one knew why the company was failing and seemed they did not care to fix it. This is an example of Ripple effect, defined as, “a chain reaction that begins in one

She was able to see problems within the team members and saw what was causing the company to fail during the meetings. Kathryn discussed the action plans that needed to improve their team effectiveness. The Five dysfunctions are Absence of Trust, Fear of Conflict, Lack of Commitment, Avoidance of Accountability, and Inattention to Results. The first dysfunction is Absence of Trust, defined as, “the unwillingness to be vulnerable within the group. Team members who are not genuinely open with one another about their mistakes and weakness make it impossible to build a foundation for trust” (The five Dysfunctions of a Team, Page 188). Kathrine stated, “Great teams do not hold back with one another and the fact is, if we don’t-then we cannot be the kind of team that ultimately achieves results” (5D, Page 44). During the meeting, the staff questioned why she did not think that they trusted each other. They had a lack of debate that exists during staff meetings and other interactions among the teams. She also stated that if everyone was completely on the same page and working together towards the same goal with no confusion, then a lack of debate might be a good sign. Also, known as Effectiveness, which is “how well we have progressed toward the achievement of goals” (In Mixed Company, Page 18). If a group knew they need to make changes to their communication behavior and work on trust, then they

When teams are not held accountable, they are more focused on their own interest, rather than the interest of the team. Two examples would be a Team Status and Individual Status. Team status, which is “for members of some teams, merely being part of a group is enough to keep them satisfied” (The Five Dysfunctions of a Team, Page 217). Individual Status, this refers to “the tendency of people to focus on enhancing their own positions or career prospects at the expense of their team” (The Five Dysfunctions of a Team, Page 217). When a team focuses on the results they reduce individualistic behavior and become more passionate. As a team leader, it is their job to set the tone for the group and being clear on the team