Thursday, January 19, 2012

The Five Dysfunctions Of A Team: A Leadership Fable (J-B Lencioni Series) By Patrick Lencioni

The Five Dysfunctions of a Team: A Leadership Fable (J-B Lencioni Series)

The Five Dysfunctions Of A Team: A Leadership Fable (J-B Lencioni Series) By Patrick Lencioni

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Product Description

In The Five Dysfunctions of a Team Patrick Lencioni once again offers a leadership fable that is as enthralling and instructive as his first two best-selling books, The Five Temptations of a CEO and The Four Obsessions of an Extraordinary Executive. This time, he turns his keen intellect and storytelling power to the fascinating, complex world of teams.

Kathryn Petersen, Decision Tech's CEO, faces the ultimate leadership crisis: Uniting a team in such disarray that it threatens to bring down the entire company. Will she succeed? Will she be fired? Will the company fail? Lencioni's utterly gripping tale serves as a timeless reminder that leadership requires as much courage as it does insight.

Throughout the story, Lencioni reveals the five dysfunctions which go to the very heart of why teams even the best ones-often struggle. He outlines a powerful model and actionable steps that can be used to overcome these common hurdles and build a cohesive, effective team. Just as with his other books, Lencioni has written a compelling fable with a powerful yet deceptively simple message for all those who strive to be exceptional team leaders.

Product Details
  • Amazon Sales Rank: #143 in Books
  • Published on: 2002-04-11
  • Original language: English
  • Number of items: 1
  • Dimensions: .90" h x 5.72" w x 8.64" l, .86 pounds
  • Binding: Hardcover
  • 229 pages


  • ISBN13: 9780787960759
  • Condition: New
  • Notes: BRAND NEW FROM PUBLISHER! 100% Satisfaction Guarantee.
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Editorial Reviews Review
Once again using an astutely written fictional tale to unambiguously but painlessly deliver some hard truths about critical business procedures, Patrick Lencioni targets group behavior in the final entry of his trilogy of corporate fables. And like those preceding it, The Five Dysfunctions of a Team is an entertaining, quick read filled with useful information that will prove easy to digest and implement. This time, Lencioni weaves his lessons around the story of a troubled Silicon Valley firm and its unexpected choice for a new CEO: an old-school manager who had retired from a traditional manufacturing company two years earlier at age 55. Showing exactly how existing personnel failed to function as a unit, and precisely how the new boss worked to reestablish that essential conduct, the book's first part colorfully illustrates the ways that teamwork can elude even the most dedicated individuals--and be restored by an insightful leader. A second part offers details on Lencioni's "five dysfunctions" (absence of trust, fear of conflict, lack of commitment, avoidance of accountability, and inattention to results), along with a questionnaire for readers to use in evaluating their own teams and specifics to help them understand and overcome these common shortcomings. Like the author's previous books, The Five Temptations of a CEO and Obsessions of an Extraordinary Executive, this is highly recommended. --Howard Rothman

From Publishers Weekly
In keeping with the parable style, Lencioni (The Five Temptations of a CEO) begins by telling the fable of a woman who, as CEO of a struggling Silicon Valley firm, took control of a dysfunctional executive committee and helped its members succeed as a team. Story time over, Lencioni offers explicit instructions for overcoming the human behavioral tendencies that he says corrupt teams (absence of trust, fear of conflict, lack of commitment, avoidance of accountability and inattention to results). Succinct yet sympathetic, this guide will be a boon for those struggling with the inherent difficulties of leading a group. 100,000 first printing.

From Library Journal
Building a cohesive team is not complicated, declares Lencioni, president of his own management consulting firm and author of The Five Temptations of a CEO. Departing from the dry, theoretical writing of many management books, he presents his case in the context of a fictional organization, and in doing so succeeds at communicating his ideas. The story is about a female CEO who is hired to bring together a dysfunctional executive staff to work as a team in a company that just two years earlier had looked promising. The scenarios that follow are recognizable and can be applied anywhere teamwork is involved, whether it is a multinational company, a small department within a larger organization, or a sports team. The five dysfunctions discussed are absence of trust, fear of conflict, lack of commitment, avoidance of accountability, and inattention to results. At the end of the story, the main points are summarized, and clearly written suggestions and exercises are offered to help bring about change. Concise and easy to follow, this book is recommended for academic and public libraries with management collections and for anyone who is a member of a team that needs improvement. Bellinda Wise, Nassau Community Coll. Lib., Garden City, NY
Copyright 2002 Cahners Business Information, Inc.

Customer Reviews

Most helpful customer reviews

224 of 249 people found the following review helpful.
5Chief Innovation Officer,
By Nelson Searcy
This book is helpful to anyone who serves on a team and specifically helpful for team leaders. You will see yourself and your team in this book. More than that, you will find specific steps you can take to make your team better. Through a real life fable, Pat leads you through the steps you need to take to move a team from dysfunction to health. You will find a clear model as well as examples that are as relevant as your last meeting.

As I read this book I discovered:

1. A vocabulary I can use with my team to discuss dysfunction.
2. A self-analysis that will get the discussion started.
3. A clear model for implementation.

As a team leader, this book challenged me to:

1) Lead selflessly
2) Take risks
3) Encourage conflict
4) Embrace the power of meetings
4) Direct my team around a common theme

This book is simple, practical and filled with wisdom. Highly recommended.

99 of 109 people found the following review helpful.
5Finally! Another VERY helful and applicable management book!
By Manny Hernandez
By dedicating 90% of his book to a so-called leadership fable, Patrick Lencioni very effectively conveys the very essence of the model he proposes in order to deal with dysfunctional teams. Though the story he presents is that of a hypothetical newly appointed CEO of a distressed start-up and (in the beginning of the story) her highly dysfunctional executive team, the model is perfectly applicable to any team throughout most organizations.

The model consists of a pyramid with the five dysfunctions of a team (from the bottom, up):
1) Absence of trust: stemming from an unwillingness in the team members to be vulnerable and genuinely open up with one another about their mistakes and weaknesses.
2) Fear of conflict: inability to engage in unfiltered, passionate (yet constructive, though it may strike you as odd) debate.
3) Lack of commitment: no buy in and commitment can be expected when ideas and opinions have not been aired and genuinely taken into consideration prior to a decision.
4) Avoidance of accountability: without commitment to a clearly defined set of goals, team members will hesitate to call their colleagues on their actions and behaviors that are counterproductive for the team.
5) Inattention to results: Lencioni brings it all home through the realization that avoidance of accountability leads to a state where team members tend to put their individual needs above the team's collective goals.

Throughout the last leg of his book, Lencioni contrasts how dysfunctional teams behave by comparing them to a cohesive team in the case of each of the five dysfunctions. He also provides suggestions on overcoming each of the dysfunctions and insights into the role of the leader in this process, all in a very structured and to-the-point way. Complementing this, he provides a Team Assessment tool to help determine where your team is at in terms of each of the five elements of the model.

As much as the book can be digested without too much trouble in 2-3 straight hours, it is inevitable (unless you are fooling yourself or you operate in a very healthy team) to have your managerial wheels in your mind turning at full speed by the time you are done with it. As a manager and an avid reader, I welcomed this book with open arms because I found it to be very useful and readily applicable. Now comes my challenge in putting it to use.

123 of 140 people found the following review helpful.
5Very practical and insightful!
By Walter Reade
This is a genuinely significant book for anyone who works in a team environment, whether at work, in sports, in the community, at home, etc. Of all the business books I have read on team building, "Five Dysfunctions" stands at the top of the pack. The strength of this book lies in the fact that it gets at the ROOTS of team failure. Anyone who has been forced to go through corporate "team building" sessions and sing with their fellow co-workers knows that it is an approach that doesn't work! The principles presented in "Five Dysfunctions" are solid and will get results.

The organization of "Five Dysfunctions" is as follows. The bulk of the book comprises of an extended fictitious example of a dysfunctional group, and slowly works through the underlying principles. These principles are then succinctly presented in the last few pages of the book, along with further analysis and suggestions on implementation. This organization allows the principles to slowly sink in through the book, but then gives the reader a very focused section the use for later reference and review.

A great strength of the book is that it avoids the all-too-frequent tendency of creating tension and then resolving it more quickly than would happen in real life. Reading the story gives you a sense of the effort needed to work through the dysfunctions of a team. The tools are presented to the reader, but without the illusion of a quick fix. Rather, "Five Dysfunctions" gives a simple message that inspires, energizes, and creates a vision of hope for how thing could be in a team.

One "a-ha" experience I had while reading this book is that some of the teams I have been on - teams where we all got along just fine - shared at least some of the five dysfunctions which made them less than effective. While these teams were quite accomplished at the superficial types of team building activities that are so popular, we avoided the core issues that Lencioni discusses in his book.

This book is one that I will review often, and recommend to anyone.

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