Week 2 replies
SaturdayAug 26 at 12:45pm
Discussion Thread: Build a Cohesive Leadership Team
This writer contends that of the five behavioral principles that every team must embrace, trust and commitment are the two that are most difficult to address. Lencioni (2012) argues, “If an organization is led by a team that is not behaviorally unified, there is no chance that it will become healthy.” (p. 19). This statement speaks to the significance of unity among those who are members of a team working towards a common goal. The leader of a team will make unity paramount by building upon the five behavioral principles of trust, conflict, commitment, accountability, and results.
Vulnerability requires one to place themself outside of their protective comfort zone and in an open place for ridicule and judgment. Lencioni (2012) states, “At the heart of vulnerability lies the willingness of people to abandon their pride and their fear, to sacrifice their egos for the collective good of the team.” (p. 27). This writer contends it is unnatural for humanity to want to step out of their comfort zone and set aside personal agendas and hubristic attitudes to humble themselves for the good of the group. It takes a physical and emotional commitment to seek to good of the overall success and not seek individual accolades and achievements. Proverbs 29:23 states, “A person’s pride will bring him low, But a humble spirit will obtain honor.” (NASB). Trusting other members of a team will require vulnerability to elevate faith over fear.
Commitment is a difficult behavioral principle to address and implement in a team. It will require the leader to actively see that all members are engaged and have a sense of ownership and not sit on the sidelines letting others take all the responsibility. Lencioni (2012) argues, “People will not actively commit to a decision if they have not had the opportunity to provide input, ask questions, and understand the rationale behind it.” (p. 48). A leader of a team must be conscience of every member to ensure engagement and opportunity by all participating members of the group. Keeping everyone at the table will allow for each individual to share their strengths that will work towards the success of the objective.
Lencioni, Patrick. (2012).
The Advantage: Why Organizational Health Trumps Everything Else in Business. Jossey-Bass.
YesterdayAug 29 at 7:01pm
Discussion Thread: Build a Cohesive Leadership Team
After reading the first three chapters in The Advantage (Patrick Lencioni), students are to respond to the following prompt: Of the “five behavioral principles that every team must embrace” (trust, conflict, commitment, accountability, and results) to build a cohesive leadership team, what two principals have you found most difficult to address, and why?
The health of an organization can be affected by numerous factors in positive and negative ways. Organizational culture is often the overarching term used to describe an organization as a whole; however, organizational health encompasses various factors far more significant and meaningful than just its culture (Lencioni, 2012). This author chose the two principles of commitment and results, which have been most challenging to address based on this author’s experiences.
This author chose commitment as a difficult principle to address based on similar examples that this author found in others while serving in the military, which was similarly stated by Lencioni (2012), “Team members are guarded and less than honest with one another. They hold back during difficult conversations, feign commitment, and hesitate to call one another on unproductive behaviors. Often, they pursue their agendas rather than those of the greater organization”. Research has shown a significant correlation between the importance of organizational commitment and a healthy organization and the importance of commitment from everyone (Noor et al., 2020).
The Bible speaks about the significance of commitment, as stated by Moses in the book of Numbers, “When a man makes a vow to the Lord or takes an oath to obligate himself by a pledge, he must not break his word but must do everything he said” (Moses, 1391–1271 BCE/2023; New International Version).
This author chose results as a difficult principle to address based on examples that this author found in others while serving in the military, which was similarly stated by Lencioni (2012), “Problems almost always come first and cause a downturn in performance and results.” The results are at the end of a process, and this author found that results were often the most affected by everything else in the process, including the five behavioral principles that every team must embrace listed by (Lencioni, 2012). Organizations that focus strategically on excellence attain great results and become healthy organizations. Their leaders understand the dynamic relationship and the balance between employees, customers, and stakeholders (Corbett, 2004). The Bible speaks about the significance of completing work and obtaining desired results, as stated by the Apostle Paul in the book of Philippians, “being confident of this that he who began a good work in you will carry it on to completion until the day of Christ Jesus” (Paul, 4 B.C.E. – 64 A.D./2023; New International Version).
Corbett, D. (2004). Excellence in Canada: Healthy Organizations – Achieve Results by Acting Responsibly: JBE.
Journal of Business Ethics, 55(2), 125–133. https://doi.org/10.1007/s10551-004-1896-8
Lencioni, P. (2012).
The advantage: Why organizational health trumps everything else in business. Jossey-Bass. https://ebookcentral.proquest.com/lib/liberty/reader .action?docID=817364&ppg=41
Noor, Zainuddin, Y., Panigrahi, S. K., & Rahim, F. binti T. (2020). Investigating the Relationship among Fit Organization, Organization Commitment and Employee’s Intention to Stay: Malaysian Context.
Global Business Review /, 21(1), 68–87. https://doi.org/10.1177/0972150918755896
The Holy Bible: New International Version, 2023, Numbers 30:2, Philippians 1:6