A team using empiricism relies on findings from experience to guide the next step they take. The absence of trust and fear of conflicts are addressed by empiricism, which is Scrum’s foundation. So I started to think about which touchpoints were possible between Lencioni´s model and Scrum.
The Scrum Temple (Source Elzbieta Rogalska) Teams could be dysfunctional because they are made up of individuals with varied interests, strengths, and weaknesses.īut with knowledge, courage, and discipline, teams can just as quickly become not only cohesive but high performing. Lencioni - through Kathryn’s story - offers an agile and fun method to recognize and face them, to overcome even frozen situations, to make the group finally cohesive and effective. In the company teams, there are always 5 dysfunctions - lack of trust, fear of conflict, failure to make commitments, escape from responsibilities, little attention results - which cause quarrels and misunderstandings, distance goals, and generate failures. The reason for the difficulty is simple, but not trivial: even the brightest and most talented people, if they don’t know how to play as a team, can be more harmful than useful for the organization they belong to. Despite the talents of the management team, the company is unable to make the decisive leap in quality to become a successful one. The story is that of Kathryn Petersen, a brilliant manager called to solve the problems of a company. The structure is the author’s favorite: a short novel, followed by a clear explanation of how to put into practice the theory that emerges from the story. With “ The Five Dysfunctions of a Team”, his world bestseller, Lencioni offers a fun and instructive book on one of the hottest and most pressing issues of any company: the behavior of workgroups.
To prove the hypothesis, I organized workshops for overcoming these five dysfunctions.Īnd why not using Liberating Structures for reaching this goal? The book in brief
Photo by Hannah Busing idea was born to see if this parallelism exists.
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