Patrick Lencioni
@patricklencioni
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Best-selling author of several business books including The Five Dysfunctions of Team, and sought after speaker and consultant.
Joined August 2008
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Pinned Tweet
“Work is part of our lives and it’s meant to be dignifying and energizing and we’re meant to experience the joy of it, so we can spread it to others and change the world.”
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No organization is going to emerge from this crisis unchanged - I don’t mean financially. During a time like this, we’ll either get better as a result of what we choose to do as teams and organizations, or we’ll be diminished for what we fail to do. Will we get better, or worse?
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Not finance. Not strategy. Not technology. It is teamwork that remains the ultimate competitive advantage, both because it is so powerful and so rare.
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No one has ever left a company because their manager reminded them too often why their job matters and how it makes a difference in someone else’s life.
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If someone offered me a single piece of evidence to assess the health of an org, I would want to observe the executive team during a meeting
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When a team has trust, conflict becomes nothing but the pursuit of truth, an attempt to find the best possible answer
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Traditional interviews are broken. Most people can fake it through a normal interview.
I knew a CEO who would take candidates to breakfast. He’d get there early and tell the server to mess up their order to see how they’d react.
Interview in a way that brings out true colors.
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One benefit from this time of Zoom sessions: for the first time in my career I watch myself, on screen, as I lead, manage & communicate. Being aware of how I come across – facial expressions, posture, etc. – has made me more intentional & more effective. Anyone else notice this?
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Humble leaders provoke levels of loyalty, commitment and performance that more ego-centric leaders can't quite elicit or understand
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Most people don’t really want to change the world, they want to become known as the person who changed the world
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Once org health is properly understood it will surpass all other business disciplines as the greatest opportunity for competitive advantage.
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When an organization is unhealthy, no amount of heroism or technical expertise will make up for the politics and confusion that take root
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Trust is knowing that when a team member does push you, they're doing it because they care about the team.
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When leaders fail to tell employees they’re doing a great job, they might as well be taking money from their pockets & throwing it in a fire
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It's as simple as this. When people don't unload their opinions and feel like they've been listened to, they won't really get on board.
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Trust is knowing that when a team member does push you, they're doing it because they care about the team.
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Teamwork is not a virtue. It is a choice—and a strategic one.
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Leaders who can identify, hire, and cultivate employees who are humble, hungry, and smart will have a serious advantage over those who cannot.
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We want to send a clear message to leaders: don’t stay the course! I’ve talked to a lot of leaders who are trying to keep their people focused on what they were doing before.I believe they’re missing out on opportunities to develop new strategies for the future when this is over.
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Great teams do not hold back with one another. They are unafraid to air their dirty laundry. They admit their mistakes, their weaknesses, and their concerns without fear of reprisal.
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No organization is going to emerge from this crisis unchanged - I don’t mean financially. During a time like this, we’ll either get better as a result of what we choose to do as teams and organizations, or we’ll be diminished for what we fail to do. Will we get better, or worse?
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Thank you
@BillHybels
and
@wcagls
for another great Summit. We appreciate our Willow friends so much.
#GLS16
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Every great team must suffer a little, and sometimes a lot, in order to achieve greatness. Scar tissue is stronger than regular tissue.
#fivedysfunctions
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When a team has trust, conflict becomes nothing but the pursuit of truth, an attempt to find the best possible answer.
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Without conflict, true commitment is impossible. That’s because people need to weigh in on a decision in order to truly buy in.
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The world’s shortest speech for those who won’t have a graduation. “Turn your hardships into blessings. Mourn the loss of graduation, but let it motivate you in 2 ways: become resilient in the face of setbacks & maintain relationships with friends whose good-byes were stolen.”
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I don’t think anyone ever gets completely used to conflict. If it’s not a little uncomfortable, then it’s not real. The key is to keep doing it anyway.
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The vast majority of organizations will either emerge from this stronger or weaker because of what they didn’t do during this crisis. Building a cohesive leadership team is one of the biggest opportunities we have as leaders during this shutdown.
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I’d love to do a quick poll. If you have read The Five Dysfunctions of a Team, comment below and tell me which dysfunction you are seeing most in the midst of this crisis. (As a reminder, the dysfunctions are listed in the image below.) Tag a friend to join the conversation.
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Know that this is not a time to hold back with your people. Send people updates and regular communication, even if the message is largely personal. When people are isolated, over-communication is more important than ever.
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When leaders fail to tell employees that they’re doing a great job, they might as well be taking money out of their pockets and throwing it into a fire.
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Ideal team players are humble, hungry and smart. But even the best team members have room for improvement in each virtue. Rank yourself below. What is your first, second and third?
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If your team has not engaged in productive Zoom conflict yet, they aren’t working like a team. That’s right. It’s not only okay to have conflict, it’s necessary. Just be gracious and forgiving afterward, especially during this time.
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These unprecedented times are an opportunity for you to stretch beyond your normal comfort zones and be even more vulnerable than usual.
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A drawback of working from home – and I admit that the benefits outweigh the costs for me – is that I spend little time alone. I go from a Zoom call to a conversation with my wife or sons in seconds. For someone who’s easily distracted, reflection and contemplation are now rare.
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Ideal team players are Humble, Hungry and Smart. People with these three virtues work great on teams. See how you stack up with this free self-assessment.
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If we don’t trust one another, then we aren’t going to engage in open, constructive, ideological conflict. And we’ll just continue to preserve a sense of artificial harmony.
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Teamwork is not about mastering sophisticated theories, but rather about embracing common sense with uncommon levels of discipline.
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The only way for a leader to create a safe environment for his/her team to be vulnerable is by stepping up and doing something that feels unsafe and uncomfortable first. By taking the risk of being vulnerable with no guarantee that other members of the team will respond in kind.
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Leaders often underestimate the impact of even subtle misalignment at the top and the damage caused by small gaps among the executive team
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With only 12 days left before Christmas we want to help stuff some stockings with a fun giveaway. From now until Christmas, I will be giving away a signed copy of each of my books. To enter, comment below, tag a friend and tell me what book would be on your Christmas list.
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In this unprecedented and uncertain time, many leaders and managers are wondering what they can do to help the people in their charge. Keep these 3 things in mind:
1. Be exceedingly human
2. Be persistent
3. Be creative
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When we play defense, when we spend most of our day responding to noise and distraction, we often leave work exhausted, wondering if we made any real progress and wary of what the next day will throw at us.
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If you could get all the people in the organization rowing in the same direction, you could dominate any industry, in any market, against any competition, at any time.
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When it comes to leadership, you really need to address the "why". Why did you decide to become a leader in the first place? Because there are two basic motives for becoming a leader. And, if you’re not leaning towards the right one there will be problems.
#themotive
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On this Labor Day, we want to remind everyone that work and dignity go hand in hand. Work allows us to serve others, and to contribute to something greater than ourselves. It is not meant to be drudgery, but fulfillment. Leaders make all the difference.
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Too many leaders expend more mental resources avoiding conversations than having those conversations take.
Our job is to have difficult conversations. That’s why we became leaders.
#unco2020
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The best managers and leaders care more about the long-term development of their employees than they do about protecting their own short-term reputations with those employees. Leaders are Pushers
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The hard truth is, bad meetings almost always lead to bad decisions, which is the best recipe for mediocrity.
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An organization has to institutionalize its culture without bureaucratizing it.
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Think of an employee who lacks motivation.
How sure are you that that employee lacks motivation and not purpose?
Which is more likely? They don’t care about who they serve, or they don’t see how they’re serving?
Remind that person why they matter and see what happens.
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Leaders often underestimate the impact of even subtle misalignment at the top and the damage caused by small gaps among the executive team.
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Demonstrate your concern for the very real fears and anxieties that your people are experiencing. Even though you don’t have definitive answers to all of their questions, don’t let that keep you from listening to them and empathizing with their fears.
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The hard truth is, bad meetings almost always lead to bad decisions, which is a recipe for mediocrity.
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Poor leaders ask for your commitment before your opinion.
Remember that when it comes to big decisions, if team members can’t weigh in, they won’t buy in.
#unco2020
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A wife turns to her husband and says, “How come you never tell me you love me?” The husband says, “Well, I told you when we got married didn’t I? I’ll let you know if anything changes...”
Organizations make this same mistake. You can never over appreciate great work.
#unco2020
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True leadership, the kind that results in the greater good, requires a level of selflessness and vision that most people simply don’t have.
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The world’s shortest speech for those who won’t have a graduation. “Turn your hardships into blessings. Mourn the loss of graduation, but let it motivate you in 2 ways: become resilient in the face of setbacks & maintain relationships with friends whose good-byes were stolen.”
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Working on something new and exciting around organizational health!
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The riskiest way to interview someone is from behind a desk.
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The hard truth is, bad meetings almost always lead to bad decisions, which is a recipe for mediocrity.
#deathbymeeting
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“There cannot be alignment deeper in the organization, even when employees want to cooperate, if the leaders at the top aren’t in lockstep with one another.”
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Thanks for the opportunity
#GLS19
We are left so inspired by
@patricklencioni
to be even better leaders! How did he inspire you to be a better leader?
#GLS19
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I'm excited to announce that we've launched our first-ever podcast, "At The Table with Patrick Lencioni". Find the first three episodes on Apple Podcasts, Spotify, Stitcher and Google Play... more content coming soon!
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If a company is smart, but not healthy, it will only tap into a fraction of what it knows. If an organization is healthy, it is going to find ways to get smarter.
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Thanks to
@Leadercast
for giving me an opportunity to talk about ideal team players. Humble, hungry and smart (common sense around people) are the three essential virtues for team players. Hire for these, develop these, teach them to your kids.
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I believe it's long past time that we, as individuals and as a society, reestablished the standard that leadership can never be about the leader more than the led.
#TheMotive
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An organization has to institutionalize its culture without bureaucratizing it
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The world’s shortest speech for those who won’t have a graduation. “Turn your hardships into blessings. Mourn the loss of graduation, but let it motivate you in 2 ways: become resilient in the face of setbacks & maintain relationships with friends whose good-byes were stolen.”
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Commitment (Dysfunction
#3
): This is not a time to double down on what we have been doing before. In order to get our people to commit right now we have to walk away from our old strategies and priorities and take this opportunity to innovate.
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Reasonable people can buy into a decision they don’t agree with, as long as they know they were heard
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The truth is, being a leader, at least a great one, is a largely sacrificial endeavor, one with far greater costs than benefits.
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No one on a cohesive team can say, "Well, I did my job. Our failure isn’t my fault."
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My newest book, The Six Types of Working Genius, is coming this fall.
It was so much fun to write, I can’t wait for you to read it!
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Check in on your team members. Feeling anonymous is miserable for any employee. When a manager takes the time to get to know his or her employees, to understand what is going on in their lives, they give them a sense that they matter.
#Leadership
#GoodRelationships
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Have you ever considered why you lead? Many haven't. My new book, The Motive, discusses the "why" of leading, and how redirecting our motive changes the trajectory of leadership experience.
#TheMotive
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During this uncertain time when many of us are shut down in our homes, any content that is edifying and encouraging can be a welcome respite. Along those lines, I'd like to let you know that I have a new TEDx talk out. Are you an ideal team player?
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Don't let communication slide during this unusual period. Managers need to help employees identify reliable ways to assess their own contributions, especially as it relates to how their job makes a difference in the lives of others.
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Politics is when people choose their words and actions based on how they want others to react rather than based on what they really think.
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“Trust is knowing that when a team member does push you, they're doing it because they care about the team.”
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It’s hard right now, when we can’t be in the same room, to practice peer-to-peer accountability, but it remains critical to a cohesive team. This is a time when leaders can model gracious accountability and be gentle provokers of better behavior to keep the team on track.
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Before embarking on a team-building effort, your team needs to answer two big questions.
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Teams that fear conflict vs. teams that engage in conflict
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How do you prepare yourself for these difficult conversations?
#CrucialConversations
#TheMotive
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The single most powerful—and untapped—competitive advantage in business is not about strategy, finance, marketing or technology. As it turns out, those are secondary disciplines.
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What will be the new germ-free “handshake” after all this is over? My suggestion is: put your hand on your chest & then quickly follow that with a hand held up in a motionless wave. It says, “from me to you, hello”. Quick, simple, kind, not too dorky, I hope. What do you think?
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"When you're not sure, take action. Because as you act, you learn from that action and improve."
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If your team has not engaged in productive Zoom conflict yet, they aren’t working like a team. That’s right. It’s not only okay to have conflict, it’s necessary. Just be gracious and forgiving afterward, especially during this time.
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In all my years of consulting, I’ve never met a company that was too dumb to be successful. It’s never smarts they lack, but organizational health.
#unco2020
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My book The Motive is now available! Many of my books discuss how to be a great leader, but my goal in this book is to help leaders adjust their leadership motive so they can embrace the critical nature of leading an organization. Order your copy at
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Firing someone is not necessarily a sign of accountability, but is often the last act of cowardice for a leader who doesn't know how or isn't willing to hold people accountable.
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Our new podcast has covered a variety of topics related to the world of teamwork, leadership and business. We've addressed conflict, meetings, job misery, personality profiles and more. What topics would you like to see covered on the podcast? Comment below.
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Great leaders make a tangible, meaningful difference in the lives of the people they are called to serve.
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A leader who demonstrates an extraordinary level of selflessness and dedication to the team builds trust. And that gives him/her the right, and the confidence, to ask others to do the same.
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Now, more than ever, managers need to understand the impact they have on the people they lead. Managing people is a ministry, and how you manage has a profound impact not only on their career, but more importantly, on their lives and their family.
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Healthy organizations not only outperform and outlast unhealthy ones, they provide opportunities for fulfillment for the people who work there. Come to The UnConference and be part of the movement!
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