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by Patrick Lencioni. The Advantage. Why Organizational Health Trumps. Everything Else in Business. THE SUMMARY IN BRIEF. “Organizational health will one. Why Organizational Health Trumps Everything Else in Business. “The Advantage” takes an in-depth look at the reasons for the problems organizations face, and paves the path to a healthy corporate culture with useful and workable advice. Patrick Lencioni is a bestselling author. The Advantage: Why Organizational Health Trumps Everything Else in Business by Patrick Lencioni - 1st ed. pdf download, Language: English.

The Advantage Patrick Lencioni Pdf

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“There is a competitive advantage out there, arguably more powerful than any selling author, Patrick Lencioni, argues that the seminal difference between. Patrick Lencioni is founder and president of The Table Group, a management The Advantage is Lencioni's first “straight ahead” management book that doesn't . By: Patrick Lencioni. WHY ORGANIZATIONAL HEALTH TRUMPS EVERYTHING ELSE IN BUSINESS. The Advantage does little to ensure lasting success.

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This book is the result of an unpredictable journey, one that began when I was just a kid, probably eight or nine years old. A few years later I started working, as a busboy in high school and a bank teller in college, and I had my first real glimpse of management. After graduating from college, I went to work for a management consulting firm and thought I was finally going to figure out this management thing. To be fair, the firm taught me quite a bit about strategy and finance and marketing, but not much about organizations and how they should be run as a whole.

But somehow I became convinced that the biggest problem our clients faced, and their biggest opportunity for competitive advantage, was not really about strategy or finance or marketing; it was something a little less tangible—something that seemed to revolve around the way they managed their organizations. When I suggested that we look into that, my superiors politely informed me that this was not something our firm did for a living, which was ironic because we were a management consulting firm.

But I had been hooked and decided I needed to change the focus of my career.

I spent the next few years working in corporate America in the world of organizational behavior or development or psychology—whatever you want to call it. I found it interesting, for sure, but ultimately too soft, fragmented, and academic. But something was missing.

The Advantage Summary – Available in PDF

And so a group of colleagues and I started our own firm, and I began consulting and speaking about a practical approach to improving organizations. There are no agendas and no resolution of issues, just an exchange of information.

An adrenaline addiction is marked by anxiety among people who always have a need to keep moving, keep spinning, even in the midst of obvious confusion and declining productivity. Advocacy and Inquiry: The two types of communication that must exist among a team. Advocacy is the statement of a belief or position. Inquiry is the active and open-minded questioning of a person's underlying rationale or intent.

These concepts were originally developed by Chris Argyris. Aspirational values: The characteristics that an organization wants to have, wishes it already had, and believes it must develop in order to maximize its success in its current market environment.

These are the qualities that an organization is aspiring to adopt, and which it will do its best to manage intentionally into the organization.

Organizational Health

Business definition: An unsexy, one sentence description of what an organization actually does. No flowery adjectives or adverbs.

Nothing ethereal or abstract. Buy-in: The achievement of honest, emotional and unwavering emotional support. Cascading communication: The activity following a meeting in which team members go to their respective departments and report on the agreed-upon decisions and outcomes. Cascading communication should take place in a timely manner following a meeting one or two days , and occur face-to-face or live on the phone to facilitate the questions and answers.

Commitment: The achievement of clarity and buy-in by a team around a decision, without hidden reservation or hesitation.

The Advantage: Why Organizational Health Trumps Everything Else In Business

Even when teams initially disagree about a decision, by engaging in productive conflict, they can eventually agree to a single course of action, confident that no one on the team is quietly harboring doubts. Commitment clarification: The process that takes place at the end of a meeting during which the team explicitly describes and settles on the agreements and decisions that have been made so that there is no room for ambiguity in what they subsequently do and say.

Conflict continuum: The spectrum depicting the full range of conflict in an organization, from artificial harmony zero conflict to aggressive and destructive politics extreme conflict. At the middle of the continuum is the point where conflict changes from constructive and ideological to destructive and personal.

Conflict norm: Rules of engagement for dealing with conflict within the team.

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Having clear standards of behavior allows a team to focus on the discussion of issues without having to slow down to think about what is and is not appropriate. Core purpose: An idealistic description of why an organization exists.

Core values: A set of values two or three that is simply inherent in an organization. They lie at the heart of the organization's identity, do not change over time, and must already exist.

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Defining objectives: The general categories of activity that are required in order to achieve the thematic goal. Like the thematic goal, defining objectives must be qualitative, temporary, and shared by the team.

Disagree and commit: The ability of team members to hold different opinions about an issue or decision and still actively support whatever final decision is made by the leader or the team as a whole. Enter the danger: The act of stepping squarely into the middle of a difficult issue. Leaders who overcome their need to avoid uncomfortable situations and enter the danger often defuse a potentially harmful issue and achieve quicker resolution.

Fundamental attribution error: The tendency to falsely attribute the negative behaviors of others to their character an internal attribution , while attributing one's own negative behaviors to environmental factors an external attribution.

The fundamental attribution error often creates misunderstanding and distrust among team members.

By getting to know one another better and understanding personal histories and personality tendencies, team members can often avoid this problem. Leadership team: A small group of people who are collectively responsible for achieving a common objective for their organization.

Lightning round: The activity at the beginning of a meeting during which team members take thirty seconds to report on their key priorities for the week. Meeting stew: The idea of combining administrative issues, tactical decisions, creative brain-storming and strategic analysis, and personnel discussions into one meeting.Over time it became clear that scores of people working in all kinds of organizations, at every level, were experiencing the same pain that my dad had, and they were hungry for a better way.

Commitment clarification: The process that takes place at the end of a meeting during which the team explicitly describes and settles on the agreements and decisions that have been made so that there is no room for ambiguity in what they subsequently do and say.

No notes for slide. Slideshare uses cookies to improve functionality and performance, and to provide you with relevant advertising. Having clear standards of behavior allows a team to focus on the discussion of issues without having to slow down to think about what is and is not appropriate.

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