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I hear and read about a lot of organisations and teams that wish to be ‘high performing’. This is a great goal, but identifying this ambitio
I've been digging back into The Advantage by Patrick Lencioni, and I really appreciated this deep dive into his "Six Questions" to drive organizational clarity.
The Motive is one of the most relevant books on leadership I have read lately. We are all looking for authentic leadership, and Lencioni provides a way to deliver that kind of leadership to the world. Genuine and caring leadership is within reach, but those who aspire to lead must ask themselves if they desire leadership for the right reasons. If our motives to lead are selfish, and we only seek to reward ourselves, we will fall short of giving exemplary leadership to those in our care. However, if we learn that leadership is a service to others, we may be able to provide the type of leadership the world so desperately needs.
Lencioni, P. (2020). The Motive. Why So Many Leaders Abdicate Their Most Important Responsibilities. Jossey-Bass.
Moving Forward vs. "Going Back"
Moving Forward vs. "Going Back" in this new season of work.
Going back – there are articles ad nauseam about “returning to work” or “how to return to work”. I do not mean to demean them at all and they are well-intended by people offering some great advice. I just prefer to think of it in a different manner.
I prefer to think of it as moving forward to a more effective way of working. This has been a hard time, but some of the best lessons are learned…
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Two Motives
“At the most fundamental level, there are only two motives that drive people to become a leader. First, they want to serve others, to do whatever is necessary to bring about something good for the people they lead. They understand that sacrifice and suffering are inevitable in this pursuit and that serving others is the only valid motivation for leadership. This is why it annoys me when people…
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Get Rid Of Dynamic Teams: The Premise
Get Rid Of Dynamic Teams: The Premise
Five Dysfunctions of a Team
The use of teams to deliver business value are at the core of most business models. In matrix organizations teams are generally viewed as mutable, being formed and reformed from specialty labor pools to meet specific contexts. Teams can be customized to address emerging needs or critical problems and then fade away gracefully. Examples of these kinds of teams include…
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Five Dysfunctions of a Team, Patrick Lencioni: Re-Read Week 15, Final Thoughts
Five Dysfunctions of a Team, Patrick Lencioni: Re-Read Week 15, Final Thoughts
Five Dysfunctions of a Team
Over the past 14 weeks, we completed a re-read of The Five Dysfunctions of a Team by Patrick Lencioni (Jossey-Bass, Copyright 2002, 33rd printing). The book lays out a hierarchal model of the dysfunctions that can plague a team or organization. For me, there are three main takeaways. The first is the model of the five dysfunctions. They are:
Dysfunction 1: Absence…
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Five Dysfunctions of a Team, Patrick Lencioni: Re-Read Week 14, A Final Model Overview
Five Dysfunctions of a Team, Patrick Lencioni: Re-Read Week 14, A Final Model Overview
Five Dysfunctions of a Team
It is nearly 2017! Today we complete the re-read portion of the Re-Read Saturday for The Five Dysfunctions of a Team by Patrick Lencioni (Jossey-Bass, Copyright 2002, 33rd printing). This installment covers the section titled Understanding and Overcoming The Five Dysfunctions. This section is the most hands-on portion of the book and I suggest spending time with the…
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Five Dysfunctions of a Team, Patrick Lencioni: Re-Read Week 12
Five Dysfunctions of a Team, Patrick Lencioni: Re-Read Week 12
Five Dysfunctions of a Team
In this week’s re-read of The Five Dysfunctions of a Team by Patrick Lencioni (Jossey-Bass, Copyright 2002, 33rd printing), we address section four with the sections titled The Harvest, Gut Check, and The March. These three sections complete and sum up The Fable. I am planning three more weeks on this book. (more…)
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