Five Dysfunctions of a Team Audiobook Summary
After her first two weeks observing the problems at DecisionTech, Kathryn Petersen, its new CEO, had more than a few moments when she wondered is she should have taken the job. But Kathryn knew there was little chance she would have turned it down. After all, retirement had made her antsy, and nothing excited her more than a challenge. What she could not have known when she accepted the job, however, was just how dysfunctional her team was, and how team members would challenge her in ways that no one ever had before.
In The Five Dysfunctions of a Team, Patrick Lencioni once again offers a leadership fable that is as enthralling and instructive as his first two bestselling books, The Five Temptations of a CEO and The Four Obsessions of an Extraordinary Executive. This time, he turns his keen intellect and storytelling power to the fascinating, complex world of teams.
Five Dysfunctions of a Team Audiobook Reviews
This book was suggested from my boss and colleagues as something worthwhile to read as a sort of “reading assignment”. I found the book helpful, the anecdote of Katheryn to be connective with a real-work exampling of the methods applied, and overall a great guide in how to better be a cohesive team.
Working as a team is a major point for us at the company I am with, particularly because we are a virtual-based company spread over the US. Thankfully, we are also small so this helps with limited transfer of information that could become misconstrued. However, this doesn’t mean we’re exempt from having interpersonal issues. If anything, we may have greater risk being limited to phone/email/video conference with only a handful of physical meetings throughout the year.
Our head boss has already had us run through a DISC test and analysis, which became helpful when the administration team (which I am a part of) had a chance to meet together in person earlier this year to discuss our results. We found out more on each other that day in regards to our personal and work preferences than we had in months of working together.
I believe such things improve a flow between people, as it most certainly has for us, as long as people are willing to let it. Like in Kathryn’s anecdote, not everyone does. As we become more comfortable with each other we do still have to consider not letting that get in the way of necessary conflict, but at least by observing through personality tests and frank conversations (like in the anecdote above) a team can become more functional to meet their end goals.
10/10 recommend for just about any type of organization. It’s a relatively quick read with a forward direction to how the information is given (plus includes a nifty picture for ease in memorization!). The information too can be even parsed out for presentations in conferences or discussion groups in less formal organization (such as college clubs, book groups, or even just a simple get-together with friends who may not get along sometimes).
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