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Product details

File Size: 1605 KB

Print Length: 239 pages

Publisher: Jossey-Bass; 1 edition (November 17, 2011)

Publication Date: November 17, 2011

Sold by: Amazon Digital Services LLC

Language: English

ISBN-10: 0787960756

ISBN-13: 978-0787960759

ASIN: B006960LQW

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#4,566 Paid in Kindle Store (See Top 100 Paid in Kindle Store)

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.

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.

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.

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.

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.

The author does an excellent job of presenting his team management philosophy through a fictional story of a real CEO hired to rescue a sinking ship. By putting the story first and showing principal's in action made them much easier to understand when they were broken down towards the end of the book.I also enjoyed how the author did not try to paint his style as an overnight fix. As the issues dealing with good conflict and team members holding each other accountable without a doubt will take lots of work to get a team to function in this manner. But its true it will be uncomfortable but as the book points out we all need to be headed in the right direction to be a standout in our industry. So yes its hard but in the end wouldn't it be worth it??

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