When I work with teams, presenting truths from The Five Dysfunctions of a Team, a crucial moment often occurs during the conflict section when I ask a simple question.
Here are five overlooked areas to explore to build team trust and cohesion.
Leaders of truly healthy organizations learn to simply think differently — and it impacts every aspect of their decision-making and actions. Therefore, the journey of Organizational Health involves a number of significant mindset shifts.
In his book The Motive, Pat Lencioni suggests that one role of a responsibility-centered leader is to personally develop the leadership team, which includes managing the interpersonal dynamics between team members, especially ones caught in a destructive conflict impacting the team.
Last year I watched a division lead in a global business deliver a celebratory speech to his top hundred managers. Let’s call him Jim. “In conclusion,” he said proudly, “we have outperformed all expectations, and everyone will be getting enhanced bonuses.”
Leaders create teams with the highest of hopes, but often fail to set them up for success. This leads to unnecessary frustration, wasted time and increased cynicism. I think of the famous “Rental Car Reservation” scene from Seinfeld …
The comedian Rodney Dangerfield used to say, “I went to a fight, and a hockey game broke out.” He was poking fun at the sport that can sometimes devolve from a skillful display of talent into a brawl. Sadly, this reminded me of my work with leaders and teams.
John Cleese had it right when he filmed his hilarious video, “Meetings, Bloody Meetings.” As a Principal Consultant with The Table Group, the subject of meetings is often discussed when working with leadership teams on their journeys to organizational health.
Bringing this idea back from the days of the early Pandemic ... seeing this now through the lens...