Please note! It is essential that you follow this order:
1. Make sure your leadership team is aligned
Every team is a composite group of individuals with different interests, qualities and weaknesses. It is human nature that this does not immediately produce the desired dynamic. The leadership team is no different in this.
Flattened, each team has 5 dysfunctional traits, which Lencioni has arranged in a pyramid. Like Maslov's pyramid of needs, it works hierarchically. Without the fundamental trust, it is impossible to solve the higher-level dysfunctional traits. So start by creating trust and work your way up.
Lencioni pyramid team 5 dysfunctional traits
Make sure the leadership team gives the same denmark telegram data answer to the 6 essential questions:
Why do we exist ( why )?
How do we want to behave ( how )?
What do we want to do ( what )?
How are we going to succeed?
What has priority now?
Who does what?
3. Communicate and act on these questions as a leadership team
This is more often necessary than you might think. Now that the leadership team agrees, you want the rest of the organization to follow suit. Many leaders are mistaken about the influence they have on their people. The dysfunctional characteristics they observe in their employees are often a reflection of their own shortcomings. You do not improve the flow by naming it once in an annual event. The power of repetition applies here.
4. Incorporate this communication into all company processes and meetings
From recruitment to progress and exit interviews, scrum events, you name it.
Does this all sound too simple to you? Then you are not alone. This is the last prejudice you need to overcome. This theory is not too easy and not beneath your level. Step over these prejudices and start improving your flow side. We bet your organization will become more successful.
