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

“If we don’t trust one another, then we aren’t going to engage in open, constructive, ideological conflict. And

shared team responsibility, and that the leader of the team will not hesitate to step in when it is necessary.

Like a vortex, small gaps between executives high up in an organization become major discrepancies by the time they reach employees below.

Team Rewards By shifting rewards away from individual performance to team achievement, the team can create a culture of accountability.

“I don't think I could handle going back

Consensus. Great teams understand the danger of seeking consensus, and find ways to achieve buy-in even when complete agreement is impossible. They understand that reasonable human beings do not need to get their way in order to support a decision, but only need to know

group. Team members who are not genuinely open with one another about their mistakes and weaknesses make it impossible to build a foundation for trust.

conflict is considered taboo in many situations, especially at work. And the higher you go up the management chain, the more you find people spending inordinate amounts of time and energy trying to avoid the kind of passionate debates that are essential to any great team.

decision is better than no decision. They also realize that it is better to make a decision boldly and be wrong—and then change