what is an insightful response that can be taken from this post with supporting cite with references provides?

The five dysfunctions Patrick Lencioni outlines within his video are the absence of trust, fear of conflict, lack of commitment, avoidance of accountability, and inattention to results (2014, 1:33 - 33:17). Lencioni (2014) describes each dysfunction as one that leads to another. Not having a vulnerability-based trust, such as being emotional and honest with one another (2:00-2:12) leads to fear of conflict. If the leader can't show vulnerability, then the team will not do it (6:13-6:22). Fear of conflict results from having no trust (13:37), without trust in pursuit of truth, there would be no room for disagreement which does lead to better relationships. Having a lack of commitment stems when there is no conflict to weigh people in for making decisions (20:39). Lencioni (2014) states leaders need to provoke good constructive conflict in order for them to hold some accountability (21:18-21:19). Avoidance of accountability is due to people not being committed to a decision, thus resulting in not having the courage to hold another person accountable for their behavior (24:12-24:19). Without accountability, it leads to inattention to results.

My personal experience is from working as an assistant lead at a plant. I work with people who are much older than I am, and it used to make me feel a bit uncomfortable at first knowing that I am younger than they are, yet I am in a position where I am in charge of them. I'd say out of the five dysfunctions Lencioni mentions, the one that I deal with the most is avoidance of accountability. People seem to not want to take responsibility for their actions, and with me being in a lead role, I have to of course be sure that people are not only doing their jobs right, but if there is conflict between two people, I need to help diffuse the conflict. People don't seem to want to hold themselves accountable when they have bad behavior, and since they don't see an issue with their own, they don't feel the need to hold their co-workers accountable either.

From Kouzes & Posner (2021), Inspire a Shared Vision, the commitments and practices that I can work on better are positive communication and being expressive. Kouzes & Posner (2021) state upbeat people attract others and convey the feeling that the journey will be invigorating and that the leader is in for the long haul. They also suggest being charismatic can be better understood as the willingness to be expressive, the more expressive you are, the more likely those around you would be infected with your enthusiasm. Even though I am already pretty expressive, I have been lagging lately. Taking this more into practice would definitely be beneficial for me as a leader.

References

Kouzes, J.M. & Posner, B.Z. (2021). Everyday People, Extraordinary Leadership: How to Make a Difference Regardless of Your Title, Role, or Authority. John Wiley & Sons, Inc. pp. 73-74.

Lencioni, P. (2014, February 8). "Five Dysfunctions of a Team." Video. YouTube. Retrieved September 3, 2023 from, https://www.youtube.com/watch?v=O5EQW026alYLinks to an external site.