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Why is my team dysfunctional - Pixel Up! August...

farai
August 15, 2018

Why is my team dysfunctional - Pixel Up! August meetup

Farai will share some lessons he's learned from Patrick Lencioni about what can stop you and your team from being awesome.

farai

August 15, 2018
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  1. Why is my team dysfunctional? Farai Madzima UX Lead at

    Shopify @farai_uxguy An introduction to Patrick Lencioni’s theory
  2. Absence of trust Fear of conflict Lack of commitment Avoidance

    of accountability Inattention to results
  3. Members of low trust teams • Conceal their weaknesses and

    mistakes from one another • Hesitate to ask for help or feedback • Jump to conclusions about the intent and aptitudes of others • Hold grudges • Find reasons to avoid spending time together
  4. Members of trusting teams • Admit weakness and mistakes •

    Ask for help • Accept questions and input about their areas of responsibility • Take risks in offering feedback and assistance • Offer and accept apologies without hesitation
  5. Teams that fear conflict • Ignore controversial topics that a

    critical to success • Have lots of back channel politics and personal attacks • Waste time trying to “look good” and “cover their asses”
  6. Teams that engage in conflict • Put critical topics on

    the table for discussion • Solve real problems quickly • Minimise politics • Have lively interesting meetings
  7. A team that fails to commit • Is unsure about

    the direction and priorities • Lacks confidence and is afraid to fail • Revisits discussions again and again • Misses out on opportunities because of “analysis paralysis” and unnecessary delay
  8. A team that commits • Creates clarity around direction and

    priorities • Aligns together around common objectives • Can learn from mistakes • Move forward boldly • Changes direction without hesitation or guilt
  9. Absence of trust Fear of conflict Lack of commitment Go

    first Mine for conflict Invulnerability Artificial harmony Force clarity & closure Ambiguity
  10. A team that avoids accountability • Encourages mediocrity • Misses

    deadlines and key deliverables • Places burden on the team leader as the source of discipline • Create resentment among members with different standards of performance
  11. A team that holds one another accountable • Ensures that

    poor performers feel pressure to improve • Identifies potential problems quickly by questioning one another approaches without hesitation • Establishes respect among members who are held to the same standard • Avoids excessive bureaucracy around performance management and corrective action
  12. Absence of trust Fear of conflict Lack of commitment Avoidance

    of accountability Go first Mine for conflict Force clarity & closure Invulnerability Artificial harmony Ambiguity Confront difficult issues Low standards
  13. A team that is not focussed on results • Stagnates

    / fails to grow • Loses members who like to achieve • Encourages members to focus their own careers and goals • Is easily distracted
  14. A team that focusses on collective results • Keeps members

    who like to achieve • Minimises individualistic behaviour (rockstars) • Is great for individuals who put their ego aside for the good of the team • Avoids distractions
  15. Absence of trust Fear of conflict Lack of commitment Avoidance

    of accountability Inattention to results Go first Mine for conflict Force clarity & closure Confront difficult issues Push for collective results Invulnerability Artificial harmony Ambiguity Low standards Status and ego
  16. Pixel Up! 2019 Edition March 11-13 Cape Town Khoi Vinh

    Principal designer Adobe Seba Mtimkulu Head of UX Vodacom Tickets on sale 27 August, only 180 seats. Same prices as last year. Eva-Lotta Lamm Designer & Illustrator