"The FIVE DYSFUNCTIONS of a TEAM" by Patrick Lencioni at The Table Group

My thoughts after finishing "The FIVE DYSFUNCTIONS of a TEAM" by Patrick Lencioni at The Table Group. I shared previously the idea that sometimes we must break ourselves to build back better and I cannot reiterate the power in that statement. It gave me a clear decision that it’s okay to break because I am the person in charge of building myself back.

ARTIFICIAL HARMONY KILLS SUSTAINABLE SUCCESS

The clearest definition of office politics: “When people choose their words and actions based on how they want others to react instead of what they really think.” This stuck with me as it stresses how fear or avoidance of conflict leads to artificial harmony. Don’t ignore office politics but learn how to prevent them from impacting your true potential.

It focuses on if people can’t speak their true opinions and feel their input is heard and responded to, you won’t get true buy-in. How can you have a culture of accountability without true commitment to a shared set of goals? It builds an environment where people avoid speaking up because they expect to be met with defensive responses and no support. Think about it, how many times have you kept your input to yourself because you felt it was pointless. Growth and success come from a healthy balance of challenging each other.

LET’S TALK MEETINGS!

Often, we hold meetings that are met with dead silence, or the emotionless Microsoft Teams ‘thumbs up’. Please tell me how this became a professional meeting response. I compare it to sending a friend a thoughtful message and they simply ‘like’ the text. I bet you would call them out for it. Why do we not call out our peers for taking the easy way out in contributing to the meeting.

So, do we create an atmosphere where people want to speak up? If yes, then consider if the topics are truly up for debate and if those attending feel like their input will make a difference. Often, we land in meetings that are purely informational. But let’s be honest, are these always beneficial for the team. Do these meetings tend to add value or a momentum killer during the workday?

DO YOU CONTRIBUTE? IF NOT, HOW CAN YOU START?

Reflecting on the book, I found it all pointing to an environment where open communication (even if it isn’t to agree) is encouraged. A place where people feel their contributions will impact decisions. True collaboration and success come from a place of transparency, accountability, and mutual respect (not simply agreeing). When reflecting on this don’t just think about the meetings you hold, think about the meetings on your calendar. How many of those meetings will you be an active participant or gain valuable knowledge. If you won't, why are you there? If you must attend, figure out how can you bring value or identify what you will get out of it.

If you haven't read "The FIVE DYSFUNCTIONS of a TEAM" or it’s been a while, I highly recommend it. It's an eye-opening read that could transform how you are contributing to building a successful environment.