Team Dysfunctions

Five Dysfunctions of a Team Assessment, Second Edition
The Five Dysfunctions of a Team, Second Edition Patrick Lencioni. Published by Pfeiffer.

"Great teams do not hold back with one another. They are unafraid to air their dirty laundry. They admit their mistakes, their weaknesses, and their concerns without fear of reprisal." ~ Patrick Lencioni

Teamwork…The ultimate competitive advantage.

Deliver the same team-building lessons Patrick Lencioni himself has delivered to hundreds of organizations. Based on his New York Times bestseller, The Five Dysfunctions of a Team addresses the obstacles that prevent even the best teams from succeeding:
1.Absence of Trust
2.Fear of Conflict
3.Lack of Commitment
4.Avoidance of Accountability
5.Inattention to Results
This combination assessment, workbook, and workshop is the tool that will help your teams to take their first steps toward greater cohesiveness and productivity. Lear more,Click here to visit HRDQ
Learning Outcomes
Understand what’s expected of a cohesive team • Measure the degree to which teams meet their expectations

• Take steps toward building trust and resolving conflict

• Develop a plan to improve commitment, accountability, and results

The Five Dysfunctions of a Team provides everything you need to deliver a powerful workshop for intact teams, including a comprehensive facilitator guide, team assessment, participant workbook, DVD, book, and poster. Go to, Click here to visit HRDQ Second Edition features:

• New one-day team leader workshop

• Full-color participant workbooks

• Newly designed PowerPoint presentation

• New content on trust, conflict, change, and feedback

• Expanded facilitator guide

• New scoring instructions

• New workshop guidelines with formatting options

The business value of investing in values Values training. Do people wrinkle their noses at you when you broach the topic during training sessions? Maybe that’s because they think of organizational values as some sort of lip-service proclamation that emerged from the last executive management retreat. Or perhaps they think the idea of spending time clarifying and talking about values is an indulgent, unproductive use of time. Find more, Click here to visit HRDQ

But stop right there, because what many people assume are “values” really aren’t values at all. In fact, they’re much more than that. Values are what make people tick. They’re the unconscious force behind personal action. In a world that’s in a constant state of flux, values are what remain steadfast and true. And smart organizations know that they are the vital link to culture, commitment—and a competitive advantage.

Companies that connect values to strategy have a solid foundation for decision making, employee engagement, and team performance. On a personal level, people who are aware of their values are stronger employees and leaders because they have a natural resilience to change and the know-how to succeed in challenging situations and environments.

Research proves the point. Authors of The Leadership Challenge, Jim Kouzes and Barry Posner have spent more than 30 years working with millions of leaders around the world. The results of their studies demonstrate the important role values play in work attitude, enthusiasm, and drive:•Successful companies have varying values and no one specific set is successful. •A common understanding of values emerges from a process, not a pronouncement.•Shared values should not be used as an excuse for the suppression of dissent. •Freedom of expression is essential to creating a culture of contribution and commitment. •A unified voice results from discovery and dialogue.•The greater the value clarity, the higher the commitment to the organization.

In Supercorp: How Vanguard Companies Create Innovation, Profits, Growth, and Social Good, author Rosabeth Kanter examines companies such as Proctor & Gamble and IBM. These businesses made it a strategic initiative to connect personal and organizational values in an effort to form strong internal cultures and external brand differentiation. The results? By embedding values into every aspect of their operations, they’ve successfully stimulated opportunities for growth, motivated their people, and supercharged their organizations with energy and commitment. Learn more at,Click here to visit HRDQ

As a trainer, investing time and effort in value discovery and clarity provides individuals, teams, and organizations with a clear sense of purpose and a guiding force through turbulence. It promotes and supports a strong positive culture that helps companies to better adapt to change. Values help to standardize operations and reduce complexity, giving people a basis for collaboration—a common vocabulary, a common language, and a common set of principles that drive decision making, performance, and growth.

Source: The Values Edge System.Visit,Click here to visit HRDQ

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