Professional Documents
Culture Documents
Patrick Lencioni is the founder and president of The Table Group, Inc., a
nearly 3 million copies sold1. His national best seller The Five Dysfunctions
of a Team is a popular business fable that explores work team dynamics and
offers solutions to help teams perform better2. A former Bain consultant and HR exec
at Oracle, Lencioni, 43, started his business in 1997 because his felt most consultants ignored
organizational health3.
The Book:
format. It describes the many pitfalls that teams face as they seek to "row
together"5.
1
The Table Group. “Patrick Lencioni: Full Bio,” http://www.tablegroup.com/pat/ (accessed
May 15th, 2010)
2
“Patrick Lencioni,” Wikipedia, May 8, 2010 http://en.wikipedia.org/wiki/Patrick_Lencioni
(accessed May 15th, 2010)
3
Fortune.“10 New gurus you Should Know,” CNN.com, 2008.
http://money.cnn.com/galleries/2008/fortune/0811/gallery.10_new_gurus.fortune/10.html
(accessed May 15th, 2010)
4
The Table Group. “Five Dysfunctions,” http://www.tablegroup.com/dysfunctions/ (accessed
May 15th, 2010)
5
“ The Five Dysfunctions of a Team,” Wikipedia, May 8, 2010
http://en.wikipedia.org/wiki/The_Five_Dysfunctions_of_a_Team (accessed May 15th, 2010)
Summary of the Book:
The book is about the difficulties faced by any leader in trying to build a
successful team specially when the members of that team don’t now or don’t
want to work together. The book identifies five dysfunctions which most
with it a potential for team failure; they can‘t be treated in isolation since
the key to have a functional and well integrated team. This problem occurs
when the members of the team are not willing to be vulnerable with each
other. In the context of a team, trust means that each team member
be defensive in the group6. Team members must get to know each other
and feel comfortable with each other, if not the lack of trust will continue
disrupting the ability of the team to work together toward a common goal.
unfiltered and passionate debate of ideas mostly because of the lack of trust.
The author called this debate “healthy conflict”, and according to Lencioni it
6
Patrick Lencioni, The Five Dysfunctions of a Team: A Leadership Fable (California: Jossey-
Bass, 2002), 195
7
Patrick Lencioni, The Five Dysfunctions of a Team: A Leadership Fable (California: Jossey-
Bass, 2002), 202
this type of debate from disruptive conflict is that healthy conflict focuses on
The third problem discussed in the book is the lack of commitment. Team
conflict is related to the previous ones in the sense that when people feel
that they can’t express their opinion and that they are not being listened,
they don’t really get on board8. Another reason for the lack of commitment is
not having a clear course of action after a decision is made. It’ is very
frustrating to leave a meeting not known what is going to be the next step,
which hurt the team. According to Lencioni the essence of this dysfunction is
that accompanies calling a peer on his or her behavior and the more general
The last dysfunction covered in the book is called inattention to results. This
is when team members put their individual needs before those of the team.
Many individual like to be part of the team just to advance their careers,
their ego drives them not the goals of the organization and the team,
8
Patrick Lencioni, The Five Dysfunctions of a Team: A Leadership Fable (California: Jossey-
Bass, 2002), 94
9
Patrick Lencioni, The Five Dysfunctions of a Team: A Leadership Fable (California: Jossey-
Bass, 2002), 212, 213
therefore individuals will protect their careers first when it comes to making
decisions.
Critique:
I found the book very interesting and easy to read. I was skeptical about
cutter solutions to the issues, like the “10 steps to improve profit”, for
and once I started to read the story I could stop reading until I finished it.
The characters are developed in a way that anyone with even little
all team members should be working toward the common goal. For many
private or for profit companies, the bottom line might be profit but even for
them there have to be others goals along the way that will help them
I agree with Lencioni that the most basic dysfunction of any tem is the lack
out on their actions and sacrifice individual goals for the ones of the team if I
have no trust or confidence in the other member of the team. I have to point
out that the way trust is look at in this book is totally different to how it is
that needs to be completed. I trust that that the quarterly report is going the
get done by next week, or the work plan will be revise, or that the clients will
be call. The trust is based on task completion. On the contrary I think that
let other people know that we are humans, that we don’t have all the
answers, and open the door for team member to seek help without being
cooperation and teamwork and get the ball rolling to overcome all the other
dysfunctions. The first model of trust promotes the completion of a task and
and genuine of being. I think that this book is very helpful and I would
business, not only will they become more successful but they will also be a
healthier organization.
Reflection:
I don’t think that Patrick Lencioni had in mind developing a biblical system
for teamwork when he wrote this book, but I think that some of his principles
can be found in Jesus’ style of leadership and in his work with the disciples.
The message of this book is clear; trust is the cornerstone of all teams. The
team members to set aside their individual egos for the goals and success of
the team. I believe that Jesus example of leadership and ministry also
emphasized those three areas. There is no doubt that Jesus had very clear
goals in mind with a very clear message to be delivered, but his leadership
was primarily relational. He knew that the work on the cross could only be
done by him, but he also knew that for what was going to happen after the
cross, the spreading of the Gospel of salvation around the world for the
Jesus allowed his disciples to ask questions, to express their thoughts and
feeling even if they were completely missing the mark. Jesus stuck with
them through their victories but he was even closer to them in their worst
when they went send out in pair10, and in several occasions, such as in the
effectively in order to accomplish a task successfully. Jesus was the first one
to set his ego aside, starting with the incarnation, to the washing of the
10
(Mark 6:7-13 )
11
(Mark 6: 32-44)
feet12, and spoke openly against about those who want to be recognized or
effectively because they focus more in the task and have forgotten about the
activities celebrated during the year, the number of people that attended
service and if they were able to cover the budget, but they have neglected
adding this other qualitative analysis base on building effective, honest, long
lasting relationship based on trust. Many pastor like to run their churches
dialogue, therefore there is very little buy in from their staff and their
congregations, they don’t share their vision, they want to impose a dream.
Also, there is this idea that there can’t be conflict in church, board meetings
others. Jesus had conflict with his disciples, and he said some very hard
thing as he did with Peter14, but they were able to have those discussions
and continued working effectively because they trust each other and they
knew that the main goal was to find the best solution for the benefit of many.
12
(John 13: 117)
13
(Mark 9: 30-37)
14
(Matthew 16: 21-28)