00:00Hello, welcome back to this next video about basic computer malfunctions
00:14Well, we're now at the fourth level of this pyramid that we saw at the beginning of this...
00:21This video series, and at this level, regarding this dysfunction, we're going to talk about the lack of
00:27responsibility because people don't commit was the last video and now why don't we do it
00:35responsible and well, let's read what Patrick Lencioni presents to us for more politically
00:44incorrect that it may seem the most effective and efficient means of maintaining high performance standards in a
00:51Team pressure motivates people to improve their performance if they fear disappointing their teammates.
01:00teammates, and that's true, look, because in a team sometimes the one who leads certain
01:07The team is too imposing, it has a lot of strength, and sometimes you fear disappointing your leader, but
01:16Okay, that has a big impact, but it has an even bigger impact on the team if there's such a unit within it.
01:23The team feels that what you do disappoints the team, because it's worse to disappoint the team than to disappoint others.
01:29to your boss, to your leader, and that's what Patrick Lencioni emphasizes here, that is, we should do such a thing.
01:37so that the team exerts a certain pressure on each of the team members continues
01:48Patrick Lencioni says the key to overcoming this dysfunction is to apply a few tools
01:54Classic examples include publishing goals and standards, and simple and regular reviews of
02:01Advancement rewards to the team are techniques used precisely to create cohesion within the team.
02:08team and that the team is precisely expecting responsibility from each of its members
02:15It's hard to get results when there's no team pressure, because everyone gets distracted by other things.
02:24Everyone gets distracted from the goals this team is pursuing; what is your role as leader?
02:30Regarding this dysfunction, it says that sometimes some strong leaders naturally create
02:39a void of responsibilities within the team, and they become the sole source of discipline.
02:44You see, that's the problem with many of our teams and groups: the leader is the one who does
02:51Everything, and he's responsible for everything, and he's the only one who can enforce discipline, so yes, agreed.
02:57But we're giving all the power to someone who could become a tyrant.
03:02It's caricatured, but yes, in reality, when the team gives weight to the responsibility and the team
03:11It demands results from each member, so the pressure is much greater and the results
03:16They will also be older, according to Patrick Lencioni's experience, once the leader has created one.
03:24A culture of holding the team accountable must, however, be prepared to be the final arbiter.
03:31If the team fails, discipline isn't ultimately about making your team like a democracy.
03:39Let the majority say what everyone wants; ultimately, a leader also has to make decisions, and that's what...
03:45Patrick Lencioni mentions here that he means yes, he agrees, he listens to everyone's opinion but discerns what is best.
03:52for the whole team, for each of the team members, and for everyone together, it comes out and that it doesn't
03:58The leader should not be the only one who can impose discipline; rather, there should be a culture where the team is
04:05punished in a certain way because the results are not obtained, and at the same time everything has been rewarded
04:13The team thrives when one of its members achieves good results because that creates a culture where the
04:20Responsibility is shared, not scattered across the board.
04:25Very well, what is the connection with the last level of these dysfunctions? It is the following: an absence of
04:34Mutual responsibility constitutes an invitation for team members to shift their attention to areas
04:41Different results than expected are then seen when there is no team accountability.
04:49Each person gets scattered, each one seeks their own little piece, each one gets distracted by something and no longer focuses their attention
04:57in the results expected from that team, and that will be the final level, and we'll see you in a few minutes.
