Question

For this hypothetical scenario, assume that you have been hired to lead a team of highly skilled mechanics for an upscale aviation maintenance company that provides service for helicopters owned by corporations and private individuals. The team is comprised of nine individuals with similar levels of experience and training who have been with the company for 10-12 years each. This team generated impressive revenue growth for for an initial period of seven years, but has experienced declining revenue in each of the last five consecutive years. After spending some initial time observing your new team, communicating with team members, and also meeting with long-term clients, you have observed that the team does not seem to have a sense of urgency to complete repairs/maintenance in a timely manner, does not appear to have specific goals or objectives, and does not appear to have any systems for ongoing assessment/feedback.

Using your own words, discuss the five dysfunctions of a team that are discussed in Chapter 10. Specifically identify which of the five dysfunctions you think is being experienced in the hypothetical scenario described above (please include justification and support for your response). In addition to describing each of the common dysfunctions, identify/describe at least one strategy for minimizing the potential for each dysfunction within teams. Again, be sure to justify/support your response.

Answer 1

The primary dysfunction observed in the scenario is inattention to results, evidenced by the lack of urgency and clear objectives leading to declining revenue. Strategies for handling the dysfunctions include team building for trust, open dialogue for conflict, clear goals for commitment, standards and feedback for accountability, and a focus on collective outcomes for attention to results.

Step-by-step explanation:

The five dysfunctions of a team discussed in Chapter 10 are: absence of trust, fear of conflict, lack of commitment, avoidance of accountability, and inattention to results. In the hypothetical scenario, the team exhibits inattention to results, visible by the lack of urgency and specific goals which has led to declining revenue. This dysfunction can be managed by setting clear objectives, creating a culture of accountability, and tracking progress with regular assessments.

To address each dysfunction:

• Building trust through team-building activities and encouraging vulnerability among members can help overcome absence of trust.
• Encouraging open dialogue and respectful debates can mitigate fear of conflict.
• To tackle lack of commitment, clarify goals and create buy-in by including the team in the decision-making process.
• Implementing clear standards and regular feedback can help with avoidance of accountability.
• Finally, focusing on collective outcomes and rewarding team, not individual success, can remedy inattention to results.