1. Selfishness 2. No peer-to-peer accountability 3. Lack of commitment 4. Fear of conflict 5. Absence of Trust Avoid by: 5. Establish trust (non-judgment, vulnerability) 4. Engage in healthy conflict 3. Commitment (members buy in when they feel heard) 2. Peer-to-peer accountability 1. Focus on team's results, not individual results (group incentives)
Dysfunctional because: 1) Selfishness 2) No peer-to-peer accountability 3) Lack of commitment 4) Fear of conflict 5) Absence of trust Actions accordingly...in the second half of the video.
But you have them in reverse order because Absence of Trust is the MOST important since it is a pyramid, and it is at the bottom of the pyramid as the foundation.
Excellent video. one of the most concise I've seen on the topic. Read the book 3 years and should be required reading for managers and aspiring managers. great summary
Thank you Nathan, I am really really grateful for what you share. Remember that compound improvement video, I have implemented it and guess what l am getting great results by smaller and smaller improvements in my work. Once again Thank you, Love your work.
I love self development books as well, and you are right, you have to put them into action. It does no good to just read them if you aren't going to actually use them as a tool to get better on this self development journey we call life. 👍
i don’t run a team, i’m not on a team, but i feel very motivated by this video nonetheless. i can see it’s applications in other areas of life as well.
This book is on my to be read list. I read "The Ideal Team Player" by Patrick Lencioni, and I really enjoyed it. It was actually the book I posted my first two videos on. Thanks for sharing your content on this book!
That is awesome that you are officially getting engaged on this platform. There are so many great channels out there, and this is definitely one of them.
You should also check out "The Ideal Team Player" by Lencioni. It digs down to the individual level, and even has a questionnaire in the back (and you can google it and find it online) where you can rate yourself and find your strengths and weaknesses when it comes to a team and teamwork.
Awesome presentation. I can understand the amount of effort, time, and thoughtfulness went in to making this. There is clarity in each point presented. Excellent short video that encouraged me to subscribe to your channel. I wish you make more such short, to-the-point videos.
@@TheStrategicKeys It's really interesting seeing my teams at different levels. I could tell the differences, but I'm now able to articulate it with the 5 dysfunctions. The trust and conflict levels were pretty obvious. I have 1 team that's great there, but aren't willing to hold each other accountable.
In the lightning round exercise, the author suggested the following questions: What went wrong? What can you do better? I agree this allows each team member to acknowledge their responsibility. If you add the question “how can others on the team help?” does this support or contradict peer-to-peer accountability? I’ve seen this approach used to help team members see they are not alone when roadblocks arise. Thought?
In my experiences it contradicts it. High performing team members ask for help when they need it. This is because their egos should play a very small role. What went wrong? and What can you do better? focus on the role of the manager and how he or she can improve personally. It holds them accountable. People helping every time someone falls does not improve people, it mostly hinders them. If the team identify an area where someone else could of and should of helped, then this is what went wrong and what can improve next time (ask for help earlier on). Then the person can go away and think about why they let the team down by not asking for help earlier, but the expectation from the team is that the behaviour is not repeated.
I love your videos, the way you present and deliver to us is flawless. I would really like to thank you so much for this effort. Is there a social network where I can follow you?
Would you recommend this book as well to people that are not the leaders? I feel like our team is 100% dis-functional, yet as it sounds like this is something that the leader needs to solve not the people working in there. What are your thoughts?
Thank you so much. Am really a fan of your channel.... Sir i was requesting whether you can do this books: 1. Traction by Gino Wickman, 2. Scaling up by Verne Harnish....Thanks and God bless you
5:22 This one is particularly stupid i think. The disagree and commit fallacy is frequently used as an annoying way of dismissing rational arguments. Like return to office mandates--management can then blow you off saying, well I know we disagree, but you have to disagree and commit. Being fake heard when LT has already made up their mind causes even more anger and frustration. Everyone knows they're being manipulated to think they're being heard, when they're actually being ignored and the goal is simply to get people to ignore legitimate grievances.
Because most on our team are ALL FULL OF EGO! World we presently live in. Most humans on your Earth do not care about anything or anyone else unless it effects them in some way. I legit had a colleague the other day drag heavy trash from the back of salon, out the door and across our parking lot and of course the entire bag of salon trash was filled with opened hair dye, hair from two days worth of hair cuts, food, and God only knows what else, so of course my super LAZY co-worker just left it "outside" of the dumpster. Calls our owner telling her it was too heavy. She's so damn full of herself that I suppose she didn't #THINK to ask for help and doesn't have enough common sense to leave the trash bag in the trash can with wheels and wheel it out! 🤔😜😂 The front desk manager and I left just after her to take our own trash and we found it left outside the dumpster and all over the place. I personally picked up all the nasty wet trash with my own bare hands then once it was light enough to lift we threw it into the dumpster. I actually give a shit about where I work because it's the place my clients visit and I care about the owners business as well! It was obvious where the trash came from as we are the ONLY salon and spa in our area. The owners had the potential of being fined but do you think their other employee gave any thoughts to ANY potential consequences? Nope! Ugh 🙄
This is why teams that can follow this succeed. This is why it is so important. We have to stop putting ourselves first, and remember that if the team succeeds we all succeed. During the "fable" portion, Catherine (the CEO) talks about a player on her husbands basketball team that cared more about his stats than if the team won. I won't ruin it, but obviously, that isn't a real team player, and not what you want.
Made me laugh; my co-workers barely get past hello...Chinese dysfunctional pyramids, false accounting, false economies; when it topples the huge world recession begins.
@@TheStrategicKeys lol, i think he was just quoting the line you mentioned Jeff Bezos said about telling the teammate, "i know we disagree, but would you gamble with me on this". It was a direct quote from your video.
![Blox Fruits Dragon Rework Update [Full Stream]](http://i.ytimg.com/vi/EqDAp8udhm0/mqdefault.jpg)
1. Selfishness
2. No peer-to-peer accountability
3. Lack of commitment
4. Fear of conflict
5. Absence of Trust
Avoid by:
5. Establish trust (non-judgment, vulnerability)
4. Engage in healthy conflict
3. Commitment (members buy in when they feel heard)
2. Peer-to-peer accountability
1. Focus on team's results, not individual results (group incentives)
If this channel was a podcast it would be in the top ten on iTunes!
Great points about peer pressure and accountability. So true - and it's important to know what the true motivator is. Cheers!
Dysfunctional because:
1) Selfishness
2) No peer-to-peer accountability
3) Lack of commitment
4) Fear of conflict
5) Absence of trust
Actions accordingly...in the second half of the video.
Yes to all of the above!
But you have them in reverse order because Absence of Trust is the MOST important since it is a pyramid, and it is at the bottom of the pyramid as the foundation.
Excellent video. one of the most concise I've seen on the topic. Read the book 3 years and should be required reading for managers and aspiring managers. great summary
Thank you Nathan, I am really really grateful for what you share.
Remember that compound improvement video, I have implemented it and guess what l am getting great results by smaller and smaller improvements in my work.
Once again Thank you, Love your work.
I love self development books as well, and you are right, you have to put them into action. It does no good to just read them if you aren't going to actually use them as a tool to get better on this self development journey we call life. 👍
i don’t run a team, i’m not on a team, but i feel very motivated by this video nonetheless. i can see it’s applications in other areas of life as well.
How will you apply them in your situation?
Yes, this book is a must in our desk
This book is on my to be read list. I read "The Ideal Team Player" by Patrick Lencioni, and I really enjoyed it. It was actually the book I posted my first two videos on. Thanks for sharing your content on this book!
And, I've read this one, and have a video about it posted on my channel. I'd love to have you check it out and let me know your thoughts.
Great video. Thank you.
Excellent summary. The cartoon is so helpful in helping process the information. Well done!
Fully agree that trust and confidence between team members is important.
Thank you for this video - incredibly well presented.
This is my 1st comment on RUclips : Your channel is really really the best books summary channel ! Congrats from a French subscriber.
That is awesome that you are officially getting engaged on this platform. There are so many great channels out there, and this is definitely one of them.
What is your favorite book on this channel?
amazing video, reminded me of the ideas I learned during my managment classes and helped me understand better what causes different behavior!
You should also check out "The Ideal Team Player" by Lencioni. It digs down to the individual level, and even has a questionnaire in the back (and you can google it and find it online) where you can rate yourself and find your strengths and weaknesses when it comes to a team and teamwork.
Thanks for that round up. I have a team meeting in a few days and really enjoyed your round up of this good book.
Very helpful summary, thank you! :)
Thanks. Very well summarized
Great Summary! I just read the book and your summary puts together the main points into a very helpful video! Thank you for sharing it!
Thank you for the insight.
Great video. Excellent book. Really impressive insights and presentation.
Excellent summary!!
Awesome presentation. I can understand the amount of effort, time, and thoughtfulness went in to making this. There is clarity in each point presented. Excellent short video that encouraged me to subscribe to your channel. I wish you make more such short, to-the-point videos.
Awesome explanation
Thank you! A+ content and really gets me thinking about my teams.
Trust really is the foundation!
What is your biggest takeaway?
@@TheStrategicKeys It's really interesting seeing my teams at different levels. I could tell the differences, but I'm now able to articulate it with the 5 dysfunctions. The trust and conflict levels were pretty obvious. I have 1 team that's great there, but aren't willing to hold each other accountable.
@@sirdavidalot That is the next thing that would take them from a good team to a great team. Then, they will be on their way to the top!
I read that book and It's an amazing book.
That Great info is very much appreciated! Best Regards!
Thanks for this video, I learn a lot
Team Dysfunctionality is the downside of not only Team Functionality, but also Team Leadership Cohesion in the development of teams and its members.
Back to basics of first cultivating a family type of open atmosphere helps.
Brilliant narrations of the book.
Brilliant 👍😎👍
This is great!! Please produce a video a day!!
Great video 👍
Well put
Definitely going to get this book
Have you read it yet?
Thnk you, for sharing
Great book
In the lightning round exercise, the author suggested the following questions: What went wrong? What can you do better? I agree this allows each team member to acknowledge their responsibility. If you add the question “how can others on the team help?” does this support or contradict peer-to-peer accountability? I’ve seen this approach used to help team members see they are not alone when roadblocks arise. Thought?
In my experiences it contradicts it. High performing team members ask for help when they need it. This is because their egos should play a very small role. What went wrong? and What can you do better? focus on the role of the manager and how he or she can improve personally. It holds them accountable. People helping every time someone falls does not improve people, it mostly hinders them. If the team identify an area where someone else could of and should of helped, then this is what went wrong and what can improve next time (ask for help earlier on). Then the person can go away and think about why they let the team down by not asking for help earlier, but the expectation from the team is that the behaviour is not repeated.
I love your videos, the way you present and deliver to us is flawless. I would really like to thank you so much for this effort.
Is there a social network where I can follow you?
That would be fantastic! I think it is just RUclips for now though.
Would you recommend this book as well to people that are not the leaders? I feel like our team is 100% dis-functional, yet as it sounds like this is something that the leader needs to solve not the people working in there. What are your thoughts?
How to run an awkward meeting 101 lol
Thank you so much. Am really a fan of your channel.... Sir i was requesting whether you can do this books: 1. Traction by Gino Wickman, 2. Scaling up by Verne Harnish....Thanks and God bless you
I've got traction sitting on my nightstand to be read. Tell me what you like about it.
Where is the link to the 1pg "Summary of Insights"?
DO the book "What color is your parachute"
Your team should be so good that they don’t even need you.
Have you read "The Ideal Team Player?"
5:22 This one is particularly stupid i think. The disagree and commit fallacy is frequently used as an annoying way of dismissing rational arguments. Like return to office mandates--management can then blow you off saying, well I know we disagree, but you have to disagree and commit. Being fake heard when LT has already made up their mind causes even more anger and frustration. Everyone knows they're being manipulated to think they're being heard, when they're actually being ignored and the goal is simply to get people to ignore legitimate grievances.
Only if my faculty explained things like you did.
What does this team want me to do?
Because most on our team are ALL FULL OF EGO! World we presently live in. Most humans on your Earth do not care about anything or anyone else unless it effects them in some way. I legit had a colleague the other day drag heavy trash from the back of salon, out the door and across our parking lot and of course the entire bag of salon trash was filled with opened hair dye, hair from two days worth of hair cuts, food, and God only knows what else, so of course my super LAZY co-worker just left it "outside" of the dumpster. Calls our owner telling her it was too heavy. She's so damn full of herself that I suppose she didn't #THINK to ask for help and doesn't have enough common sense to leave the trash bag in the trash can with wheels and wheel it out! 🤔😜😂 The front desk manager and I left just after her to take our own trash and we found it left outside the dumpster and all over the place. I personally picked up all the nasty wet trash with my own bare hands then once it was light enough to lift we threw it into the dumpster. I actually give a shit about where I work because it's the place my clients visit and I care about the owners business as well! It was obvious where the trash came from as we are the ONLY salon and spa in our area. The owners had the potential of being fined but do you think their other employee gave any thoughts to ANY potential consequences? Nope! Ugh 🙄
*our Earth ☺️
This is why teams that can follow this succeed. This is why it is so important. We have to stop putting ourselves first, and remember that if the team succeeds we all succeed.
During the "fable" portion, Catherine (the CEO) talks about a player on her husbands basketball team that cared more about his stats than if the team won. I won't ruin it, but obviously, that isn't a real team player, and not what you want.
Rule 0. Get the right people who showed previous behaviour in agreement with the guidelines outlined here.
I wasn't aware I had a team 😅
🤝
Made me laugh; my co-workers barely get past hello...Chinese dysfunctional pyramids, false accounting, false economies; when it topples the huge world recession begins.
I hate round robin meetings.
😅😮
First.
I know we disagree on this. Would you gamble with me anyway?
What do you disagree with? I am so curious.
@@TheStrategicKeys lol, i think he was just quoting the line you mentioned Jeff Bezos said about telling the teammate, "i know we disagree, but would you gamble with me on this". It was a direct quote from your video.
Fantastic summary!
Thanks. Very well summarized