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Summary of The Five Dysfunctions of a Team, Enhanced Edition

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​The Five Dysfunctions of a Team: A Leadership Fable by Patrick Leoncioni | Book Summary | Readtrepreneur
(Disclaimer: This is NOT the original book, but an unofficial summary.)

Teamwork or the lack thereof can make or break a team. Having a good team that can work efficiently together is more important than you think. This book The Five Dysfunctions of a Team tells the story of DecisionTech, a promising start— up company that starts to fall apart because of the dysfunctional team managing the company. However, Kathryn Peterson is hired just in time and aims to make things right again.
(Note: This summary is wholly written and published by Readtrepreneur. It is not affiliated with the original author in any way)
«When there is trust, conflict becomes nothing but the pursuit of truth, an attempt to find the best possible answer.» — Patrick Leoncioni
The conflicts presented in the story may very well be what we are already facing. Through different characters in the story, this book shows the many different kind of personalities that exist within an organization, and how we, as leaders or employees, can tackle them. Understanding the five dysfunctions that a team can face allows us to be in better control when we face similar situations and helps us apply the right strategy to solve problems.
P.S. Gain invaluable insight on what could make or break a team. What you thought you knew about trust and conflict, may be proven wrong with this compelling fable.
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This book is currently unavailable
44 printed pages
Original publication
2019
Publication year
2019
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Quotes

  • Olesya Chubkohas quoted5 years ago
    Absence of trust among members of the team comes from their unwillingness to be vulnerable. They are not willing to participate because they feel like they are being judged for their mistakes and weaknesses.
    Fear of conflict stops team members from engaging in passionate debate and constructive discussions of ideas. Members are highly guarded and often filter their comments.
    Lack of commitment stems from not having said their unfiltered opinions. They would rarely commit to decisions and would most likely feign agreement just to get through the meeting.
    Avoidance of accountability develops when there is a lack of commitment to a decision. Without this accountability, team members are not motivated to achieve the goals because they don’t buy in to the decisions.
    Inattention to results occurs when they put their individual needs above the team’s collective goals.

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