Introduction
Working with a team is beneficial; with the collective making of decisions and collaboration in solving problems, a better outcome can result compared to working as an individual. At the same time, everything that one wishes to achieve comes with a challenge. In the book in question, Lencioni (2002) provides the five dysfunctions of a team. The challenges are explained, which are associated with working in a group.
New Insights
From reading Lencioni’s (2002) book, I have learned how varied and complex team interactions can be. I have highlighted the aspects relevant to my future practice, including specific communication principles, goal setting, and other essential ideas. The dysfunctions can be seen as the ways to improve personal teamwork skills, and through evaluating each one, I have gained important insights into mechanisms to overcome potential obstacles.
Absence of Trust
The absence of trust is one of the dysfunctions to take into account. As one works in a team, it is normal to face mistrust; therefore, it is good to communicate effectively one’s opinions and see the relationship in the group as a long-term (Lencioni, 2002). In my current practice, I look forward to maintaining eye contact as I am speaking to my colleagues and showing interest in what a colleague is saying; this will be important for good customer health results.
Fear of Conflict and Lack of Commitment
Fear of conflict and lack of commitment, the second and the third team dysfunction, respectively, negatively impact the team results (Harmon, 2018). With this, I take away the fact that a team member may fail to commit to the requirements to bring the best results to a team. An example is when a particular team member fails to attend some or all discussions (Yoder-Wise, 2019). The ambiguity that comes due to lack of commitment brings with it conflict. The above knowledge will ensure that I follow up on each group member to ensure they abide by the group agreements.
Avoiding Accountability and Inattention to Results
A team member may avoid accountability, resulting in low standards (Lencioni, 2002). As I interact with my team, I will be required to deal with those of poor character and lack of competence, as these are the main results why they avoid accountability. I will make everyone responsible for the team’s plan, especially in my current practice as a nurse. Inattention to results means that a team member may work not for collective achievement but to focus on personal success (Giokaris, 2018). The insight that comes with this is that it is important to know the character of each individual in a group and clearly define goals.
Application of New Insights and Understandings to Nursing
In the future, I will manage to apply the insights to my nursing practice by using the analyzed findings. In particular, this will be important for me to realize my potential not only as an individual employee but also as a team member. Therefore, I intend to do my best to prevent the manifestation of dysfunctions in my team and to participate in achieving common goals, thereby demonstrating high commitment and trusting my colleagues.
Support for Team Learning
In my work unit, team learning plays a significant role. When operating in the surgical department, my colleagues and I have to communicate effectively to achieve favorable patient outcomes and avoid disagreements. The management of the unit does its best to improve communication by organizing joint meetings, seminars, and other events dedicated to the exchange of experience. In addition, more experienced employees support young nurses, which has a positive effect on team spirit and productivity.
Contribution to Improved Outcomes and Relationships
As a result of open communication, each team member is aware of one’s role in the group and does one’s best not to let others down or demonstrate poor engagement. Younger employees are not afraid to turn to seniors for advice, and commitment comes naturally. As a result of well-coordinated interaction, there are no problems with accountability, and conflicts in the team are reduced to nothing.
References
Giokaris, G. (2018). Mini 11: Practical approaches to addressing the five dysfunctions of a team. Brandman University.
Harmon, C. S. (2018). Inside a strategic plan for a dysfunctional senior leadership team. Nurse Leader, 16(2), 142-146.
Lencioni, P. (2002). The five dysfunctions of a team: A leadership fable. Jossey-Bass.
Yoder-Wise, P. S. (2019). Leading and managing nursing (7th ed.). Elsevier.