The only action she took was declaring an Executive retreat at Napa Valley, which came as a surprise to the team. However, she did not take any action in her first week of joining. Kathryn made the earlier CEO take up the meetings regularly while sitting and taking notes. She also had brief meetings with other stakeholders. She took interviews of all her direct reports. Kathryn took her time to understand the people around her.
What was the problem if Decision Tech had the right resources, funds, and capable staff? Yet, surprisingly Decision Tech had more funds, resources, and capable staff than all its competitors combined. When Kathryn took up her role as CEO, Decision Tech was not performing at its best, even down on revenue and sales compared to their two competitors.
Summing up five dysfunctions of a team summary. What is the model for the five dysfunctions of a team?. What was the story shared in the five dysfunctions of a team?. What are the key takeaways from the Five dysfunctions of a team summary? In Five dysfunctions of a team summary, we will see how Patrick tells the story of a New CEO at a growing organization in Silicon Valley, the challenges she faces with the team, and how she overcomes the 5 dysfunctions of a team. He has provided his services to many Fortune 500 companies and has worked for start-ups, Not-profit organizations, and universities. Patrick Lencioni is the founder of The Table Group, which specializes in executive team development and organizational health. Five dysfunctions of a team summary, I will briefly share about the model, fable, and how to overcome these five dysfunctions.įive dysfunctions of a Team – by Patrick Lencioni- Where he uses his storytelling skill to narrate the complex world of teams.
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