'The Five Dysfunctions of a Team' by Patrick Lencioni has significantly influenced corporate strategies and business models by highlighting the importance of team dynamics in achieving organizational goals. The book presents a model to overcome the five dysfunctions - absence of trust, fear of conflict, lack of commitment, avoidance of accountability, and inattention to results. Many corporations have adopted these principles to build effective teams, foster open communication, and promote accountability and results-oriented culture. This has led to improved team performance, increased productivity, and ultimately, a more successful business model.

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The Five Dysfunctions of a Team

Patrick Lencioni, who has coached hundreds of CEOs and Fortune 500 companies’ crews, presents a powerful model to overcome the “five dysfunctions” and...

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Kathryn Petersen took over the reins of DecisionTech, a well-financed startup with an experienced executive team that, unfortunately, had tendencies of a toxic workplace. Discussions were slow and couldn't wait for meetings to end. After two weeks, Petersen announced a series of two-day executive retreats. Executives were appalled at being asked to take so much time off from real work. But after much resistance, they agreed.

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A "toxic workplace" as explained in "The Five Dysfunctions of a Team" refers to an environment that is detrimental to the team's productivity and morale. It is characterized by poor communication, lack of trust, avoidance of accountability, and lack of commitment. In the book, the CEO, Kathryn Petersen, identifies these issues in DecisionTech and takes steps to address them, such as organizing executive retreats. These actions, although initially met with resistance, are necessary to transform the toxic environment into a functional and cohesive team.

Yes, there are many companies that have successfully implemented the practices outlined in 'The Five Dysfunctions of a Team'. One such example is the case of DecisionTech, a startup that was mentioned in the book itself. The CEO, Kathryn Petersen, managed to transform a toxic workplace into a functional team by addressing the five dysfunctions. However, specific company names other than DecisionTech are not mentioned in the book. Many companies across various industries have used this model to improve their team dynamics but due to confidentiality agreements, their names are often not disclosed.

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