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Patrick Lencioni

Best-Selling Author; Founder & CEO, The Table Group

Patrick Lencioni is the author of eleven best-selling books with more than five million copies sold, including The Five Dysfunctions of a Team. Dedicated to providing organizations with ideas, products and services that improve teamwork, clarity and employee engagement, his leadership models serve a diverse base from Fortune 500 companies to professional sports organizations to churches. A Summit favorite, Lencioni will unpack his new work on motivation and how it shapes our leadership.

Patrick Lencioni, founder of The Table Group and author of eleven best-selling books, works with companies to improve organizational health and increase leadership potential. In his talk, Patrick tells of the importance of understanding why someone wants to be a leader in order to understand how to be a great leader.
 

Two Leadership Types
Patrick talks about two types of leadership—one good the other bad. He refers to these as responsibility-based leadership or reward-centered leadership. When you think about the most influential leaders who have personally impacted you, what was their primary motive—what their leadership does for others, or what their leadership does for them?

 

When have you operated as a reward-centered leader and how did it impact those around you? When have you operated as a responsibility-based leader and how did it impact those around you?
 

Reward Centered Leaders—5 Leadership Abdications:
Have Uncomfortable, Difficult Conversations with the People I Lead

Not having difficult conversations now can grow to become catastrophic later. Which difficult conversations have you been avoiding? Take some time to reflect on why you might be avoiding these conversations.

 


Which hard conversations do you need to engage in to grow as a responsibility-based leader?


Manage Direct Reports (Don’t want to be a “micro-manager”)
Consider the managing culture of your team or organization. Would you say your organizational management culture is more autonomous or micromanaged? What has been the impact on the team or organization either positive or negative?

 


In which areas do you see that an increase in accountability (or team management) would improve your team or organization’s performance?

Run Great Meetings
How would you describe the current atmosphere and effectiveness of your team’s meetings?

  • What is the physical set up of your meetings?

  • Which voices are included?

  • What decisions are being made at these meetings?

 

Based upon what you have answered, list 3 ways you can improve the environment and effectiveness of those meetings.
 

Spend Time on Building Your Team
How is camaraderie, trust, and team unity currently being built in your team? And how has that served your team well? List a few additional ways below that your team can build unity, trust and camaraderie.

 

Repeating Key Messages Clearly and Often
How often do you personally communicate your mission, vision, values? Identify 2-3 ways or opportunities where you can integrate reinforced messaging to serve those you lead as the “chief reminding officer.”

ACT

Review Patrick’s 5 Leadership Abdications and identify ONE of them that you can begin to own fully over the next week.