The Five Dysfunctions of a Team: A Leadership Fable 1st Edition

by Patrick Lencioni (Author)

2,130 customer reviews

in Human Resources

ISBN-13: 978-0787960759

ISBN-10: 0787960756

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In The Five Dysfunctions of a Team Patrick Lencioni onceagain offers a leadership fable that is as enthralling andinstructive as his first two best-selling books, The FiveTemptations of a CEO and The Four Obsessions of anExtraordinary Executive. This time, he turns his keen intellectand storytelling power to the fascinating, complex world ofteams.

Kathryn Petersen, Decision Tech's CEO, faces the ultimateleadership crisis: Uniting a team in such disarray that itthreatens to bring down the entire company. Will she succeed? Willshe be fired? Will the company fail? Lencioni's utterly grippingtale serves as a timeless reminder that leadership requires as muchcourage as it does insight.

Throughout the story, Lencioni reveals the five dysfunctions whichgo to the very heart of why teams even the best ones-oftenstruggle. He outlines a powerful model and actionable steps thatcan be used to overcome these common hurdles and build a cohesive,effective team. Just as with his other books, Lencioni has writtena compelling fable with a powerful yet deceptively simple messagefor all those who strive to be exceptional team leaders.

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Editorial Reviews

Amazon.com 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.

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Product details

Series: later printing (Book 13)
Hardcover: 229 pages
Publisher: Jossey-Bass; 1st edition (April 11, 2002)
Language: English
ISBN-10: 0787960756
ISBN-13: 978-0787960759
Product Dimensions: 8.8 x 6 x 1 inches
Shipping Weight: 13.8 ounces (View shipping rates and policies)
Average Customer Review: 2,130 customer reviews
Amazon Best Sellers Rank: #512 in Books (See Top 100 in Books)
- #1 in Books > Textbooks > Business & Finance > Human Resources
- #1 in Books > Textbooks > Business & Finance > Management
- #2 in Books > Business & Money > Management & Leadership > Management Science

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Seth Orell

Good Leadership Ideas - with One False Dichotomy

February 1, 2018

Format: Kindle EditionVerified Purchase

Lencioni effectively delivers his leadership principles by packaging them into an engaging parable. I found myself nodding along as he revealed how his first four dysfunctions can manifest themselves. For this, he gets four stars.

However, his fifth, and ultimate, principle - focusing on results - includes the “package deal” that associates individual goals with team failure. Or, put another way, he believes that an individual who is focused on her own goals will sacrifice the team for her own success. So, Lencioni says the individual must therefore sacrifice her personal goals for the team’s. By assuming this false dichotomy of sacrificing others to you or you to others, Lencioni misses a third approach that rejects sacrifice altogether: an approach that treats people as traders - voluntarily exchanging values to mutual benefit.

For example, take his protagonist, Kathryn. She is hired to reform the leadership team and is well-compensated to do so. The company believes her leadership is good for the business. She accepts the position because she believes the job is good for her. She aligns her interests with the company’s. Both benefit. Neither subjugates nor sacrifices one side for the other. Yet, this stands in direct contrast to his own definition of his fifth dysfunction.

Even with this (all-too-common) transgression, the rest of the book has more than enough value to overcome its shortcomings. Ultimately, I would recommend it to anyone who wants to learn more about leadership.

24 people found this helpful

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Michael

First of a Two Book Set - Both Needed But This is the Essential One

July 19, 2017

Format: Kindle EditionVerified Purchase

Lencioni shares simple truths about teams that should be more intuitively obvious to everyone. Yet, these things are very easy to grasp while being very difficult to actually practice ... without practice. This book focuses on what prevents a good team from forming and describe's what's needed. His companion book focuses on the implementation of these ideas but does not stand alone. If you only get one, get this one.

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.

11 people found this helpful

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Allan Elder

Good enough, but incomplete

June 13, 2014

Format: Kindle EditionVerified Purchase

I really enjoy this material, however, in my opinion, it's incomplete. It does an adequate job of explaining the 5 Dysfunctions, but unless you have some knowledge of many other tools and techniques, it does not offer any real methods for implementing the ideas. It's like they wrote this to introduce people to the Dysfunctions and expect them to go to the training to find out how to fix them. As a consultant and trainer, I have to supplement these concepts extensively to make them usable for clients. A good example is the first Dysfunction (Trust). While the book explains its importance and some basic ideas to increase trust, if you don't use an instrument such as the DISC, MBTI, SDI, or similar tool, you can't just improve trust. Different types of people have completely different issues in relation to overcoming trust issues.

18 people found this helpful

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Reid Mccormick

Real challenges for real teams

June 27, 2016

Format: HardcoverVerified Purchase

This book has been on the “to read” list for quite some time now. I know it has been a popular book among managers for years, and I have enjoyed hearing Patrick Lencioni speak on several occasions, but for one reason or another, every year this book kept getting kicked down the list.

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.

31 people found this helpful

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Fred Stockberger

This is standard reading for identifying dysfunction among team members ...

January 14, 2018

Format: Audible AudiobookVerified Purchase

This is standard reading for identifying dysfunction among team members. It's well written, very realistic, I think I've met each of the characters during the past 30 years of my career - and if the reader is open minded, they might learn more about themselves as a team member than anything else. It's eye opening insight if you work as part of a team, whether designated as a team or simply as a group that functions as a team. Simply reading the book will not solve the problems of a dysfunctional team, but will help expose a variety of behaviors embedded in humans that therefore exist in the dysfunctional teams to which they belong.

4 people found this helpful

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Matthew

Simple and applicable.

June 27, 2018

Format: HardcoverVerified Purchase

Lencioni presents his principles of leadership in an easy to read story. I think people either love or are indifferent to this book. The criticisms that most people have are that the story is too simplistic or cliche, but this is precisely why it is beneficial. The story illustrates experiences that we have all (or most of us have) had in business and provide the background for his 5 principles. I will often have colleagues tell me about something going on and I will point out that the same scenario was in 5 dysfunctions. Anyway, it is a fast read, easy to understand and simple to integrate into your management style.

I would give this 5 stars if it weren’t for the common complaints that people have. So the 4 stars is more about setting expectations rather than the quality and utility of the work.

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