Daniel Wieser’s Reviews > The Five Dysfunctions of a Team > Status Update

Skimmed the last pages…

Kathryn presented the remaining dysfunctions of a team. Somewhat plausible, but without further explanation, these are worthless. I am interested to find out more...

Kathryn asks Martin to note take notes on his computer during the meeting.
This is distracting (for him) so she says.
Apparently, she knows him better than he knows himself.
That‘s patronising.

Kathryn is starting to get on my nerves...

On the other hand, Kathryn is completely right, when she told „The Chairman“ to basically f*ck off, when he wanted her to do things differently. Why? She was hired for a reason and either let her do the thing or get another manager instead – but don‘t interfere in her doings.

I have several problems with this. First of all, this is not how it happens to be in the real world. A team does not grow stronger because of team events that happen once in a while. It‘s because they consistently work together on a day to day basis, managing difficult challenges together AS A TEAM.

Second, her attitude on forcing everyone to attend this meeting will not help to improve this organisation…

The new exec manager „Kathryn“ was hired to improve the organization. She is organizing a multiple day team event – unfortunately „Jeff“ cannot attend bc he has a meeting with customers instead. Kathryn insists that he still attends this internal event, believing this will help the overall team structure.

First of all, this book reminds me about „Who moved my cheese?“ It‘s always funny to read books about made up stories so authors can prove a point. I believe this happens because these principles or lessons aren‘t really applicable to the real world.

And with the first story, I was not mistaken.