Quotes About Unity

Failure to hold one another accountable creates an environment where the fifth dysfunction can thrive. Inattention to results occurs when team members put their individual needs (such as ego, career development, or recognition) or even the needs of their divisions above the collective goals of the team.

There was no sense of unity or camaraderie on the team, which translated into a muted level of commitment.

tendency of team members to seek out individual recognition and attention at the expense of results

No matter how good an individual on the team might be feeling about his or her situation, if the team loses, everyone loses.

teams, because they are made up of imperfect human beings, are inherently dysfunctional.

Because when a team recovers from an incident of destructive conflict, it builds confidence that it can survive such an event, which in turn builds trust.

As difficult as it is to build a cohesive team, it is not complicated. In fact, keeping it simple is critical

Truth lies at the heart of a functioning, cohesive team. Without it, teamwork is all but impossible

Another way to understand this model is to take the opposite approach—a positive one—and imagine how members of truly cohesive teams behave: They trust one another. They engage in unfiltered conflict around ideas. They commit to decisions and plans of action. They hold one another accountable for delivering against those plans. They focus on the achievement of collective results.

Ken always says that his job is to create the best team possible, not to shepherd the careers of individual athletes.

The fact remains that teams, because they are made up of imperfect human beings, are inherently dysfunctional.

I believe that teamwork is not a virtue, but rather a choice. It's a strategic decision and an intentional one, which means it's not for everyone.

la primera disfunción: la ausencia de confianza. Se

An organization that has achieved clarity has a sense of unity around everything it does. It aligns its resources, especially the human ones, around common concepts, values, definitions, goals, and strategies, thereby realizing the synergies that all great companies must achieve.

When employees at all levels share a common understanding of where the company is headed, what success looks like, whom their competitors are, and what needs to be achieved to claim victory, there is a remarkably low level of wasted time and energy and a powerful sense of traction.

Trust is not the same as assuming everyone is on the same page as you & that they don't need to be pushed. Trust is knowing that when a team member does push you, they're doing it because they care about the team.

You see, I don't understand why everyone thinks sports is the only way to learn about teamwork. I never played sports much, even as a kid. But I was in a band in high school and college, and I think I figured out the team thing from that.

Regardless of what position people originally took, once the decision is made, everyone supports it. That's why it is critical that no one hold anything back during the discussion.

Within companies that effectively over-communicate, employees at all levels and in all departments understand what the organization is about and how they contribute to its success. They don't spend time speculating on what executives are really thinking, and they don't look for hidden messages among the information they receive.

We have more money, better technology, and more talented and experienced executives than our competitors, and yet we are behind. What we lack is teamwork, and I can promise you all that I have no greater priority as CEO than making you, I mean, us, more effective as a group.

Remember, teamwork begins by building trust. And the only way to do that is to overcome our need for invulnerability.

As strongly as we feel about our own employees and as wonderful as that is for them, it simply cannot come at the expense of the loyalty and commitment we have to the group of people sitting here today.

teamwork ultimately comes down to practicing a small set of principles over a long period of time

No, trust is not the same as assuming everyone is on the same page as you, and that they don't need to be pushed. Trust is knowing that when a team member does push you, they're doing it because they care about the team.