high performing or dysfunctional: how healthy is your team?
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Leading Change in Turbulent TimesExecutive Education Seminar
HIGH PERFORMING OR DYSFUNCTIONAL: HOW HEALTHY IS YOUR TEAM?
Tammy Reynolds, MBAOctober 2013
A little about me…
• Grew up in Pittsburgh, Pennsylvania
• Have two awesome sons and a husband Tim (who you met earlier)
• Have a big lovable dog• Worked in industry for 20+
years, most recently with Whirlpool Corporation
• Joined Ohio University August 2012
• Love the outdoors – skiing, biking, hiking, kayaking
Sources used for this presentation
The Good, the Bad, and the UglyDiscuss at your table:
•Think about your best team experience – sports, school, social organization, work place?•What made it great?
•Now think of the worst team•Why was it so bad?
Groups
Two or more interacting and interdependent individuals who come together to achieve specific goals. Formal groups Informal groups
What Is a Team?
• Groups whose members work intensely on a specific, common goal using their positive synergy, individual and mutual accountability, and complementary skills.
Tuckman’s Stages of Team Development
Team Dynamics
Groupthink - when a group exerts extensive pressure on an individual to align his or her opinion with that of others.
Social loafing - the tendency for individuals to expend less effort when working collectively than when working individually.
Mini Case
Instructions:1. Take a few minutes to read the case individually and answer the 3 questions2. Discuss at your table 10 minutes and try to reach agreement on the 3 questions3. Prepare your response and elect a spokesperson for the group4. Review as a large group
Inattention to
ResultsAvoidance of
Accountability
Lack of Commitment
Fear of Conflict
Absence of Trust
Invulnerability
Lack of Trust
• What are some examples of lack of trust on teams that you have experienced?
Building Teams that Trust
Steven Covey - Trust
Emotional Bank AccountSteven Covey
Group ExerciseAt your tables, discuss deposits and
withdrawals that you might make into the emotional bank account of someone you love
Next, discuss deposits and withdrawals that you might make with fellow teammates at work
Emotional Bank AccountSteven Covey
Other ways to build trust on teams• Share styles, strengths and
personality differences• Get to know each other
outside of work
Teams that trust…
• Admit weaknesses• Ask for help• Accept questions and input regarding their
areas of responsibility• Appreciate and tap into one another’s skills
and experiences• Offer and accept apologies
Lost at Sea
Inattention to
ResultsAvoidance of
Accountability
Lack of Commitment
Fear of Conflict
Absence of Trust
Artificial Harmony
The Five Dysfunctions of a Teamby Patrick Lencioni
Fear of Conflict
Traditional view of conflict - the view that all conflict is bad and must be avoided.
Conflict - perceived incompatible differences that result opposition.
Functional Conflict
• Conflicts that support a group’s goals and improve its performance.– Task conflict - conflicts over
content and goals of the work.
– Process conflict - conflict over how work gets done.
Dysfunctional Conflict
Dysfunctional conflicts - conflicts that prevent a group from achieving its goals(typically interpersonal)
SO, IS CONFLICT ALWAYS A BAD THING?
Clearly Not
Relationship Between Level of Conflict and Level of Performance
Five Conflict-Handling StylesAvoiding - “Maybe the problem will go away”Accommodating – “Let’s do it your way”Forcing – “You have to do it my way”Compromising – “Let’s split the difference”Collaborating – “Let’s cooperate to reach a win-win
solution that benefits both of us”
Programmed Conflict
Devil’s advocacy process of assigning
someone to play the role of critic to voice possible objections to a proposal and thereby generate critical thinking and reality testing
Dialectic method process of having two
people or groups play opposing roles in a debate in order to better understand a proposal
Teams that engage in healthy conflict…
• Have lively interesting meetings• Put critical topics on the table for discussion • Tackle issues “head on”• Solve real problems quickly• Minimize politics
Inattention to
ResultsAvoidance of
Accountability
Lack of Commitment
Fear of Conflict
Absence of Trust
Ambiguity
The Five Dysfunctions of a Teamby Patrick Lencioni
Lack of Team Commitment
What does lack of commitment look like:•“Fuzzy” goals, no clear direction•Revisit discussions and decisions over and over again•Encourages second guessing
A team that commits…
Creates clarity around prioritiesMoves forward without hesitationAligns the team members around common
objectives
Inattention to
ResultsAvoidance of
Accountability
Lack of Commitment
Fear of Conflict
Absence of Trust
Low Standards
The Five Dysfunctions of a Teamby Patrick Lencioni
Avoidance of Accountability
• Encourages mediocrity• Misses deadlines and
key deliverables
Teams that hold each other accountable
• Ensure poor performers feel pressure to improve
• Identify potential problems quickly by questioning one another’s approaches
Inattention to Results
Avoidance of Accountability
Lack of Commitment
Fear of Conflict
Absence of Trust
Status & Ego
The Five Dysfunctions of a Teamby Patrick Lencioni
Inattention to Results
“The ultimate dysfunction of a team is the tendency of member to care about something other than the collective goals of the group.” (Lencioni, 2002)
•Rarely defeats competitors•Encourages team members to focus on their own careers and individual goals
Teams that focus on results…
• Win!• Retain achievement oriented employees• Minimizes individualistic behavior • Learn to subjugate individual egos and agenda
for the good of the team
Inattention to
ResultsAvoidance of
Accountability
Lack of Commitment
Fear of Conflict
Absence of Trust
Status & Ego
Low Standards
Ambiguity
Artificial Harmony
Invulnerability
The Five Dysfunctions of a Teamby Patrick Lencioni
How healthy is your team?
• Referring to Lencioni’s model, determine how healthy your team is
• What does your team do well?• What can it improve upon?• What one thing will you commit to changing
on your team?
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