- Series: J-B Lencioni Series (Book 13)
- Hardcover: 229 pages
- Publisher: Jossey-Bass; 1st edition (April 11, 2002)
- Language: English
- ISBN-10: 0787960756
- ISBN-13: 978-0787960759
- Product Dimensions: 5.6 x 0.9 x 8.3 inches
- Shipping Weight: 13.8 ounces (View shipping rates and policies)
- Average Customer Review: 2,005 customer reviews
- Amazon Best Sellers Rank: #458 in Books (See Top 100 in Books)
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The Five Dysfunctions of a Team: A Leadership Fable 1st Edition
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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.
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Finally, I bought the book and was excited to read it. I opened it up, and a cold shiver went down my spine. When I saw that the first section of the book was titled “The Fable” and written like story, I rolled my eyes thinking I just wasted my money. But I pushed through, and to my surprise, I really enjoyed this book.
I strictly read non-fiction. I have tried, but fiction does not appeal to me. I was tempted to read only the last section of the book which is in essay form, but I’m glad I didn’t. Lencioni can tell a convincing story while driving home the message without being cheesy or painfully obvious.
I definitely think this book would be good for anyone who has to lead a team. Teamwork is incredibly difficult, however it can provide amazing results. I can attest that the five dysfunctions are real and a challenge to overcome.
The fable is about DecionTech, a Silicon Valley startup company with 150 employees. The two-year-old company has struggled of late with missing key deadlines, infighting, and low morale so they have asked their current CEO and co-founder Jeff Shanley to step down.
Next, we meet Kathryn. She’s a 57-year-old woman with a completely different background than the high-tech world where she’s been hired on as CEO to help with a turnaround.
There’s plenty of skepticism given her different background, her age, and the fact that during her first few weeks she does little but observe and meet with a few key employees one on one.
The skepticism only grows when she informs her department heads that they’re going to be spending time at some off-site meetings. We are struggling to make deadlines and we’re going to take time away from the office for meetings?
It’s at these off-site meetings where Kathryn provides the framework for the five dysfunctions of a team which she believes to be why her group at DecionTech is underperforming.
The five dysfunctions of a team are written on a pyramid and are listed below from top to bottom.
• Inattention to Results
• Avoidance of Accountability
• Lack of Commitment
• Fear of Conflict
• Absence of Trust
The off-site meetings foster some good debates after Kathryn works on building trust with her department heads. She’s candid with everyone and says that she expects that her team may not wind up staying intact and that turns out to be true.
This is a short read but it’s compelling with memorable characters and great lessons.
Amazon reviewers give this one 4.6 stars after 1,910 ratings. Goodreads gives it 4.01 stars after 45,454 ratings and 2,218 reviews. It’s evident to me why this has become an instant classic and I gave it 5 stars.
#FridaysFind #MIAGD #TheFiveDysfunctions #PatrickLencioni
The biggest problem I see is that both books are framed about C-level and top level executive teams. Very few mid-managers would have the leverage and ability to implement all of these principles at lower levels of the organization. It's definitely possible in some cases, but it would significantly more challenging. His principles are universally true, but his coaching is directed at executives.
However, the fictional (non-empirical) idea that a manager can create such a team by kicking off the people who disagree violates the very trust and freedom from retaliation principles that are necessary at the base of the pyramid, and I believe this reflects the author's lack of actual experience at other than consulting.
I never actually thought that I would have any use for this book, as I don't work in a corporate environment. However, I recently began volunteering at a nonprofit organization, and all of the principles apply here. There is so much dysfunction and I so wish that they could see far enough into their future, and adopt the principles of this book. I am far too new to suggest it, but boy do I wish they had this book!