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The Ideal Team Player

How to Recognize and Cultivate the Three Essential Virtues. A Leadership Fable

Von Patrick Lencioni
12 Minuten
Audio-Version verfügbar
The Ideal Team Player: How to Recognize and Cultivate the Three Essential Virtues. A Leadership Fable von Patrick Lencioni

The Ideal Team Player (2016) explores the role teamwork plays in today’s business environment and shows you how to build a team geared for success. These blinks explain what makes a good team player, how to find them and which strategies you’ll need to build a company around the concept of teamwork.

  • Human resources specialists and business leaders
  • Professionals curious about their capacity teamwork
  • Employees struggling with team relations at work

Patrick Lencioni is the founder and president of The Table Group, a consultancy. He is also a highly acclaimed public speaker who has written 11 bestselling business books.

 

©Patrick Lencioni: The Ideal Team Player copyright 2016, John Wiley & Sons Inc. Used by permission of John Wiley & Sons Inc. and shall not be made available to any unauthorized third parties.

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The Ideal Team Player

How to Recognize and Cultivate the Three Essential Virtues. A Leadership Fable

Von Patrick Lencioni
  • Lesedauer: 12 Minuten
  • Verfügbar in Text & Audio
  • 7 Kernaussagen
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The Ideal Team Player: How to Recognize and Cultivate the Three Essential Virtues. A Leadership Fable von Patrick Lencioni
Worum geht's

The Ideal Team Player (2016) explores the role teamwork plays in today’s business environment and shows you how to build a team geared for success. These blinks explain what makes a good team player, how to find them and which strategies you’ll need to build a company around the concept of teamwork.

Kernaussage 1 von 7

A team with star talent that can’t work together is dysfunctional. Learn the five traits of broken teams.

Have you ever wondered why a team of all-star soccer players can still consistently lose matches? Such teams can be considered dysfunctional, and there can be five possible reasons for this.

First, in a dysfunctional team, team members might not care about the team’s overall results, as each member is too focused on personal success. A star player might be so determined to score a goal that he refuses to pass the ball to a teammate ready to take a shot. As a result, the team as a whole misses a chance to score.

Second, members of dysfunctional teams may lack accountability. This means that the team doesn’t call its individual members out for mistakes, such as a player showing up late or even hungover to practice. This attitude lowers the team’s standards overall, as members see it’s acceptable not to give their best.

Third, dysfunctional teams struggle with committing to collective decisions. If a soccer team decides on a strategy but one player does his own thing during a match regardless, the strategy falls flat and the team fails.

Fourth, dysfunctional teams often suffer from a fear of conflict. When team members avoid necessary conversations or debates, issues fester and the potential for conflict grows.

Finally, dysfunctional teams are marked by an absence of trust. When a team member distrusts the team as a whole, that member will hide weaknesses, avoiding asking for help even when needed. In turn, a member who hides weaknesses won’t be trusted by other team members, either.

So how can you avoid the pitfalls of dysfunctional teams when building an organization?

Great teams are made of team players. A bad team player can disrupt not only the work of an entire group but also an entire company – just like that soccer player who refuses to get on board with the team strategy.

Employees with good social skills and who are driven workers – the team players you should cultivate and reward – won’t stick around if your team is ineffective or even hostile. Thus you need to be proactive by hiring team players, coaching dysfunctional staff and letting go of those employees who won’t change.

But how can you ensure you have the right people on your team? Let’s explore the three traits for which you need to keep an eye out in current and potential employees.

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