In The Five Dysfunctions of a Team by Patrick Lencioni, the need for vulnerability-based trust is considered foundational for any team to be successful.
Once healthy conflict occurs, even when there’s disagreement, team members are more likely to show commitment to group decisions.
Then, because everyone is moving forward together, it’s time to ensure that we get comfortable with peer-to-peer accountability.
Finally, you get results.
Well, there are always results, desired or not. But lots of times results are geared toward advancing an agenda, an individual, or a department.
What if the value your team provides is to the overall mission of the organization?
This carries more integrity, and will also likely advance those other agendas, accidentally.
One way to track team results and measure against the common goals is to create a team scorecard. You can find many versions of this kind of thing online, develop your own, or use Gino Wickman’s ideas.
This is the final of five posts in a light series about the Five Dysfunctions of a Team. I’m passionate about these concepts, and although they pepper this blog in a lot of ways already, I thought an overview might make nice light summer reading.
Ashleigh’s Input – Alan figures Group Dynamic’s business goal for the year on an ongoing basis, and updates me on our current standing each week when we meet for our one-on-one. This results measurement tool keeps us both on track and focused on the overall mission of the team. Happily, it also inadvertently creates more commitment and buy-in from me, knowing my efforts are helping the team move forward.