Quotes About Collaboration

Failure to hold one another accountable creates an environment where the fifth dysfunction can thrive. Inattention to results occurs when team members put their individual needs (such as ego, career development, or recognition) or even the needs of their divisions above the collective goals of the team.

And we have to stop focusing on agendas and minutes and rules, and accept the fact that bad meetings start with the attitudes and approaches of the people who lead and take part in them.

The fact remains that team, because they are made up of imperfect human beings, are inherently dysfuctional.

There was no sense of unity or camaraderie on the team, which translated into a muted level of commitment.

KEY POINTS—FOCUSING ON RESULTS • The true measure of a great team is that it accomplishes the results it sets out to achieve. • To avoid distractions, team members must prioritize the results of the team over their individual or departmental needs. • To stay focused, teams must publicly clarify their desired results and keep them visible.

commitment is not consensus. Waiting for everyone on a team to agree intellectually on a decision is a good recipe for mediocrity, delay, and frustration, which is why it amazes me that so many of the teams I work with still seem determined to achieve consensus.

I see a trust problem here in the lack of debate that exists at staff meetings and other interactions among this team.

More than any policy or system, there is nothing like the fear of letting down respected teammates that motivates people to improve their performance.

tendency of team members to seek out individual recognition and attention at the expense of results

No matter how good an individual on the team might be feeling about his or her situation, if the team loses, everyone loses.

teams, because they are made up of imperfect human beings, are inherently dysfunctional.

when we fail to get clarity and alignment during meetings, we set in motion a colossal wave of human activity as executives and their direct reports scramble to figure out what everyone else is doing and why.

Peer pressure and the distaste for letting down a colleague will motivate a team player more than any fear of authoritative punishment or rebuke.

Like a good marriage, trust on a team is never complete; it must be maintained over time

As difficult as it is to build a cohesive team, it is not complicated. In fact, keeping it simple is critical

Truth lies at the heart of a functioning, cohesive team. Without it, teamwork is all but impossible

Another way to understand this model is to take the opposite approach—a positive one—and imagine how members of truly cohesive teams behave: They trust one another. They engage in unfiltered conflict around ideas. They commit to decisions and plans of action. They hold one another accountable for delivering against those plans. They focus on the achievement of collective results.

Ken always says that his job is to create the best team possible, not to shepherd the careers of individual athletes.

The fact remains that teams, because they are made up of imperfect human beings, are inherently dysfunctional.

I believe that teamwork is not a virtue, but rather a choice. It's a strategic decision and an intentional one, which means it's not for everyone.

la primera disfunción: la ausencia de confianza. Se

It is at once shocking and understandable that intelligent people cannot see the correlation between failing to take the time to get clarity, closure, and buy-in during a meeting, and the time required to clean up after themselves as a result.

Whether we like it or not, meetings are the closest thing to an operating room, a playing field, or a stage that we have.

Let me assure you that from now on, every staff meeting we have will be loaded with conflict. And they won't be boring. And if there is nothing worth debating, then we won't have a meeting.