dozens reviewed The Five Dysfunctions of a Team by Patrick Lencioni
Review of 'The Five Dysfunctions of a Team' on 'Goodreads'
1 star
Summary ##
How to turn your failing business around in three short off-site leadership retreats! There's a stuffy British guy!
## Why I picked it up ##
This is a title that has been on my To Read list for a long time now. It's just been recommended to me too many times to not take a crack at it. Especially once I realized that it's so short!
## How to read this book ##
Skip to the end. Start reading at "The model: An overview of the model".
Go back and skim the narrative part of the book if you want to see an anecdote of the model in action.
## Who I'd recommend it to ##
Somebody with three hours to kill and nothing better to do.
## What I didn't like ##
A little fluffy. Seems like most of the practical advice boiled down to stuff like, Ask your team about their childhood, and have them take a personality test.
I didn't like the whole story, which is unfortunate, because that was like 75% of the book. The story wasn't interesting, and it wasn't instructive. Anybody can make up a story to support their pet theory. I don't remember hearing one thing in the book about when / where / why / how the author devised this model, or if they've seen it successfully applied anywhere.
I am 100% not a person who believes that there isn't truth or that there aren't lessons in fiction. But, this isn't supposed to BE a work of fiction. I don't know. Not what I signed up for.
My complaint is that there isn't any supporting evidence or argument for what the author is putting out there. And the appearance of offering up pure fiction as evidence, as though it is science, feels like falsehood, like lying. I think that's the emotional response I'm having here. It just feels disingenuous.
## What I want to remember ##
The basic formula for teamwork seems to ring true:
trust -> debate/conflict -> commitment -> accountability -> outcomes
Trust allows for healthy conflict, which allows for commitment to a thoroughly debated decision, to which the whole team holds each other accountable, which focuses the attention of the whole team on the outcomes of the decision.
How to turn your failing business around in three short off-site leadership retreats! There's a stuffy British guy!
## Why I picked it up ##
This is a title that has been on my To Read list for a long time now. It's just been recommended to me too many times to not take a crack at it. Especially once I realized that it's so short!
## How to read this book ##
Skip to the end. Start reading at "The model: An overview of the model".
Go back and skim the narrative part of the book if you want to see an anecdote of the model in action.
## Who I'd recommend it to ##
Somebody with three hours to kill and nothing better to do.
## What I didn't like ##
A little fluffy. Seems like most of the practical advice boiled down to stuff like, Ask your team about their childhood, and have them take a personality test.
I didn't like the whole story, which is unfortunate, because that was like 75% of the book. The story wasn't interesting, and it wasn't instructive. Anybody can make up a story to support their pet theory. I don't remember hearing one thing in the book about when / where / why / how the author devised this model, or if they've seen it successfully applied anywhere.
I am 100% not a person who believes that there isn't truth or that there aren't lessons in fiction. But, this isn't supposed to BE a work of fiction. I don't know. Not what I signed up for.
My complaint is that there isn't any supporting evidence or argument for what the author is putting out there. And the appearance of offering up pure fiction as evidence, as though it is science, feels like falsehood, like lying. I think that's the emotional response I'm having here. It just feels disingenuous.
## What I want to remember ##
The basic formula for teamwork seems to ring true:
trust -> debate/conflict -> commitment -> accountability -> outcomes
Trust allows for healthy conflict, which allows for commitment to a thoroughly debated decision, to which the whole team holds each other accountable, which focuses the attention of the whole team on the outcomes of the decision.