CURT ARCHAMBAULT

People and Performance Strategies

Highly Functioning Teams Deliver High Performance!

What is Your Plan?

Avoid revisiting topics because of a lack of BUY-IN

Tap into skills and opinions of ALL MEMBERS

Are MORE FUN to be on!

Make better DECISIONS

Avoid wasting TIME & ENERGY on politics & conflict

YOUR COMPETITIVE ADVANTAGE

Unhealthy competition

LACK OF TRUST

ME Focused

Finger-pointing

Pessimism Few Opportunities to Learn

Poor Results!

Blame

CHARACTERISTICS OF A DYSFUNCTIONAL TEAM

It’s time to get

“Not finance. Not strategy. Not

technology. It is teamwork that

remains the ultimate competitive

advantage, both because it is so

powerful and so rare.”

Patrick Lencioni

TRUSTGoal-Focused

Accountability

Optimism

Learning Environment

Results!

Support

Healthy Conflict

Transparency

Direct

CHARACTERISTICS OF A COHESIVE TEAM

Your Teams

CANDO BETTER

THE FIVE BEHAVIORS OF A COHESIVE TEAM™ FRAMEWORK

OVERVIEW OF

THE FIVE BEHAVIORS

FRAMEWORK

Sharing

EXPERIENCESABOUT YOUR TEAMS

When team members are genuinely transparent and honest with

one another, they are able to build vulnerability-based trust.

noun |ˈtrəst

THE FOUNDATION

Experience Building Vulnerability-Based Trust

1. Where did you grow up?

2. How many siblings did you have and

where do you fall in the sibling order?

3. What was an important or unique

challenge of your childhood? How did

that impact your professional life?

Personal Histories

EXPERIENCE VULNERABILITY-BASED TRUST

When coworkers admit their mistakes, does it make you trust them more?

% Said “Yes”

TRUST

“Members of great teams trust one another

on a fundamental, emotional level, and they

are comfortable being vulnerable with each

other about their weaknesses, mistakes,

fears, and behaviors.”

Patrick Lencioni

When there is trust, team members are able to engage

in unfiltered, constructive debate of ideas.

noun | con·flict |ˈkän-ˌflikt

THE HEALTHY KIND

The most successful teams have very little conflict

The best teams are made up of people who are comfortable passionately arguing for their ideas

No matter cultural background and family norms, people generally feel the same way about conflict—prefer to avoid it

Understanding team members’ differing experiences with and feelings about conflict helps a team engage in unfiltered, productive debates

Quick Quiz: True or False?

Do you think your workplace would be more effective if people were more frank

with their opinions?

% Said “Yes”

MASTERING CONFLICT

On a scale of 1 to 10, with 10 being the most comfortable, how

would you rate your own comfort level with conflict?

Comfort with Conflict

1 2 3 4 5 6 7 8 9 10

Very Uncomfortable Very Comfortable

E

E

Video: Conflict Continuum

Conflict Continuum

EXPERIENCE

When team members are able to offer opinions and debate ideas,

they will be more likely to commit to decisions.

noun | com·mit·ment | kə-ˈmit-mənt

NOT CONSENSUS

Do you sometimes feel that team projects suffer because people aren’t

committed enough?

% Said “Yes”

ACHIEVING COMMITMENT

Clarity and Buy-in

• When team members are able to offer opinions and debate ideas, they will be more likely to commit to decisions.

• It’s not necessary to achieve consensus, but clarityand buy-in are key to commitment.

“You go to a meeting and you can disagree

all you want, but at the end of that meeting

you will commit and walk out of the room

on the same page.”

Patrick Lencioni on Intel’s philosophy

DISAGREE AND COMMIT

When everyone is committed to a clear plan of action,

they will be more willing to hold one another accountable

noun | ac·count·abil·i·ty | ə-ˌkau̇n-tə-ˈbi-lə-tē

PEER-TO-PEER

It’s not my place to criticize

anybody”

My boss won’t do it. Why

should I?

Every time I say something, he shuts down.

It’s my manager’s job to

do that. Not mine!

I can’t be bothered with

that! I have my own stuff

to worry about.

OBSTACLES THAT PREVENT ACCOUNTABILITY

Would your work team be more effective if people were better at holding one

another accountable?

% Said “Yes”

EMBRACING ACCOUNTABILITY

In what ways could your team benefit from increased accountability?

Why is it worthwhile for team members to hold one another accountable?

Value Accountability

For a team to excel, all members must be willing

to put the team’s goals ahead of any individual goals.

noun | re·sult | ri-ˈzəlt

COLLECTIVE

Which would you rather be…

In your work experience, have you seen projects suffer because people put their own needs ahead of the team’s needs?

% Said “Yes”

FOCUSING ON RESULTS

Retains achievement-oriented members

Minimize individualistic behaviors

Members take personal responsibility to fix problems

AVOID DISTRACTIONS

Members willingly sacrifice for the team

Bothered by losses to competitors

CELEBRATE SUCCESS!

Members point out each other’s contributions

TEAMS THAT FOCUS ON COLLECTIVE RESULTS

Focus on Results

The ultimate goal of building greater trust, healthy conflict, commitment, and accountability is the ACHIEVEMENT OF RESULTS.

Team members need to make collective results their TOP PRIORITY.

THE FIVE BEHAVIORS OF A COHESIVE TEAM™ FRAMEWORK

Why Do

THE FIVE BEHAVIORS

WORK?

Helps team members take and internalize OWNERSHIP

Gives teams a COMMON LANGUAGE and process to talk about issues

SURFACES Issues

Builds TRUST and courage on teams

WHY DOES THE FIVE BEHAVIORS WORK?

A few

WORDSFROM PATRICK LENCIONI

Commit to making cohesive teams YOUR competitive advantage

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