Chapter 5: Dysfunctions of a Team

Overview of chapters 2-4:  (Chapters 2-4 deal with how the individual should be in the church.  I have included an excerpt from the first few lines of chapter two).

Individual: A church can never be stronger or more on fire than the people that make up the church.  So what are a couple of the most important things that need to be present in an individual's life in order for them to be a pillar in the church.

1) Unadulterated love for God: If the people in the churches in America were 1/4 as excited about God as they are about sports, work, and just plain stuff our churches would be entirely changed.  Somehow it seems like we've decided that God is okay with having just the corners of our lives when he really wants everything.....

I would much rather discuss the church than the individual and so I am jumping all the way to chapter 5.


Chapter 5: (Summary of key concepts from chapter 5)
Below is a summary of some ideas presented by the author of a book entitled, "The Five Dysfunctions of a Team."  I recommend this book to anyone wrestling with how to make their church be more effective.  Although the author is not a Christian, the viewpoints in this book hold very true to human nature and the applications are endless in our churches.  For more information about the book see http://www.tablegroup.com/books/dysfunctions/, hich is where I found the excerpt I am using below.

Dysfunction #1: Absence of Trust
This occurs when team members are reluctant to be vulnerable with one another and are unwilling to
admit their mistakes, weaknesses or needs for help. Without a certain comfort level among team
members, a foundation of trust is impossible.

Dysfunction #2: Fear of Conflict
Teams that are lacking on trust are incapable of engaging in unfiltered, passionate debate about key
issues, causing situations where team conflict can easily turn into veiled discussions and back
channel comments.

Dysfunction #3: Lack of Commitment
Without conflict, it is difficult for team members to commit to decisions, creating an environment
where ambiguity prevails.  Chris's comment....Let me also say that I think the commitment to a team may actually be the most important aspect of a functional team, because in order for most people to be vulnerable in trusting others and be willing to engage in conflict they must have the assurance that the rest of the team will not walk out on them when things get messy or just plain hard.  I think many Pastors are afraid to open hard issues in their church because they know that the lack of commitment in their church means that at any given time half of the congregation could walk out if things don't go right.  

Dysfunction #4: Avoidance of Accountability
When teams don't commit to a clear plan of action, even the most focused and driven individuals
hesitate to call their peers on actions and behaviors that may seem counterproductive to the overall
good of the team.

Dysfunction #5: Inattention to Results
Team members naturally tend to put their own needs (ego, career development, recognition, etc.)
ahead of the collective goals of the team when individuals aren't held accountable.  Chris's comment....A team has to know where it is going in order to be effective.  If the only reason a church exists is to exist the church will go nowhere and will soon become lifeless and boring.  A church needs to know why it exists and what the specific call is for that group of believers.

The five dysfunctions build upon each other like a pyramid.  Until the first dysfunction is addressed and removed it is very difficult to remove the next dysfunction.