Patrick Lencioni Quotes

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

Avoiding the issues that merit debate and disagreement not only makes the meeting boring, it guarantees that the issues won't be resolved. And this is a recipe for frustration. Ironically, that frustration often manifests itself later in the form of unproductive personal conflict, or politics.

I don't think anyone ever gets completely used to conflict. If it's not a little uncomfortable, then it's not real. The key is to keep doing it anyway

last frontier of competitive advantage will be the transformation of unhealthy organizations into healthy ones,

implementation science is more important than decision science.

The five behavioral manifestations of teamwork: trust, conflict, commitment, accountability and results

Adrenaline addiction The unwillingness or inability of busy people to slow down and review, reflect, assess, and discuss their business and their team. An adrenaline addiction is marked by anxiety among people who always have a need to keep moving, keep spinning, even in the midst of obvious confusion and declining productivity

The most important action that a leader must take to encourage the building of trust on a team is to demonstrate vulnerability first. This requires that a leader risk losing face in front of the team, so that subordinates will take the same risk themselves. What is more, team leaders must create an environment that does not punish vulnerability.

the best way to ensure that a message gets communicated throughout an organization is to spread rumors about it.

Clare offered a half-hearted suggestion. "Well, there are coaches I know who do one-on-one counseling." Bobby shook his head. "No, that doesn't usually work. It takes months and only isolates people. It seems like most of them just use it to prepare for their next job."

On a cohesive team, leaders are not there simply to represent the departments that they lead and manage but rather to solve problems that stand in the way of achieving success for the whole organization. That means they'll readily offer up their departments' resources when it serves the greater good of the team, and they'll take an active interest in the thematic goal regardless of how closely related it is to their functional area.

That being said, experiential team exercises can be valuable tools for enhancing teamwork as long as they are layered upon more fundamental and relevant processes. While each of these tools and exercises can have a significant short-term impact on a team's ability to build trust,

Healthy organizations believe that performance management is almost exclusively about eliminating confusion. They realize that most of their employees want to succeed, and that the best way to allow them to do that is to give them clear direction, regular information about how they're doing, and access to the coaching they need.

When employees at all levels share a common understanding of where the company is headed, what success looks like, whom their competitors are, and what needs to be achieved to claim victory, there is a remarkably low level of wasted time and energy and a powerful sense of traction.

few groups of leaders actually work like a team, at least not the kind that is required to lead a healthy organization.