This one’s for you, Michelle!
I had the privelage of learning from Nancy Ortberg on the 5 Dysfunctions of a Team. Too much to write. My pen was flying across the page. Though I’d read the book before, she brought insight that reshaped the way I look at how I lead. Here is a taste…
Trust is the most fundamental function of a successful team. You cannot have trust without character and competency. You build trust when your team understands your weaknesses and your vulnerabilities.
Walk into your next meeting with the following 5 phrases.
- I was wrong
- I’m sorry
- I made a mistake
- I dropped the ball
- I don’t know. What do you think?
The fastest way to build trust within a team is to admit your own weaknesses.
May 28th, 2007 at 6:37 pm
Gina, Thanks!
Those are the hardest sayings to say too. I am constantly battling that. I come across with a pretty strong headed, stubborn personality – I REALLY need to work on this more. Does the book have a lot of good info. to read? I may need to get a copy…
May 28th, 2007 at 7:34 pm
Yea, Michelle. The book talks about what makes a strong team. I recommend it highly. The most interesting fact that I quickly forget is that my primary loyalty is to the team to which I report. Not to the team I directly lead. I tend to get that one backwards. If you decide to read the book, I’d be very interested in your thoughts. Maybe we could set up a book review by phone?
May 28th, 2007 at 9:19 pm
I’m ordering this book tomorrow! I’ve heard someone else say great things about this book a while back and seeing you discuss it here reminded me of this. I’m about to celebrate 1 year in my current position and my staff has definately seen a lot of change. There are lot’s of improvements that still need to be made and I think this book will help in getting there!
May 29th, 2007 at 8:44 pm
Gina, that sounds great! I’ll get it in the near future, once I finish one of the 6 books I’m reading now…i’ll let you know and we can do that!
May 15th, 2008 at 2:47 pm
Very interesting that you posted this a year ago and I commented about getting this book. Two weeks ago I sat through a session with Nancy Ortberg on healthy conflict. I read the book the next week.
Gina, I’d like to know how it’s helped? What principles were easy to integrate and which ones were tough. I guess I’m where you were a year ago… I’m eager to put some of this stuff in practice and I’d like to see how it went for you.