Leadership Blog 5

1.  I think it is fair to say that I have observed all five dysfunctions on multiple levels within the different teams I have been a part of. The most predominant one that sticks out to me is fear of conflict. I have seen leadership become virtually ineffective because of a person’s fear of confronting problems head on. When this happens, a message is sent to the team that relays a definite unawareness within leadership and a lack of urgency to see the team succeed. In my opinion, a leader must be willing to take care of conflict efficiently, proving that the welfare of the team and the purpose of their activity is more important than trying to please every individual need. When there is a fear of conflict, the tension within the team is heavily felt which ultimately affects the trust of each member. A specific example in my life was a leader in my youth group who spent more energy trying to befriend everyone instead of challenging the youth and sending a positive message by dealing appropriately with conflict from students or parents. This caused people to feel as though the leader was a push over and many people lost their trust in the individual.

2. As a leader of a team, I feel as though I am most likely to “help” create an absence of trust. Because I am very focused on challenging and motivating people, I may come across as invulnerable at times. Although people who are closest to me understand how vulnerable and honest I am, those who are on the outside may think that I am unsympathetic because I focus on the team reaching the goal. Many times I see the need to be that leader who will unapologetically push people to the next level because I believe in them so much. An issue can come up if people do not see my loyalty and desire to walk with them in accomplishing their goals. Another dysfunction that could be created could be a lack of commitment. Because I am involved in many different things with different teams, I try to prioritize my responsibilities with wisdom. Although I never want to let somebody down by not being there for my team, the potential for this to happen is likely when I am involved with other teams.

3. In order to counteract these possible tendencies to create or contribute to the dysfunctions I mention, I need to be intentional with the time I spend with my team or group in regards to time and in regards to relationship. A strategic plan could be to set aside time in which I can sit down with individuals in my team and have heart to heart with them, showing my appreciation for them and allowing an open door for honest and healthy communication. This way everyone can see a side of me that may be hidden by my strong desire to push forward and achieve new goals. When analyzing my commitment levels, I should make a schedule that I share with my teams so they are aware of what is going on. I could also be proactive in my communication with my teams so that no one is left in the dark or questioning my commitment level to the team.