"Leaders who can identify, hire, and cultivate employees who are humble, hungry, and smart will have a serious advantage over those who cannot."
Patrick Lencioni, The Ideal Team Player
In The Ideal Team Player , Patrick Lencioni follows-up his best selling book The Five Dysfunctions of a Team by focusing on the individual team member and revealing the three indispensable virtues that make some people better team players than others. The book presents a powerful framework and practical tools for identifying, hiring and developing ideal team players in any organization.
Ideal team players are humble. They lack excessive ego or concerns about status. They are quick to point out the contributions of others and slow to seek recognition for their own. They share credit, emphasize team over self, and define success collectively rather than individually.
Ideal team players are hungry. They are always looking for more—more things to do, more to learn, more responsibility. Hungry people rarely have to be pushed by a manager to work harder because they are self-motivated and diligent. They are constantly thinking about the next step and the next opportunity.
Ideal team players are smart. They are emotionally intelligent and have common sense about people. They tend to know what is happening in a group situation and how to effectively deal with others. They have good judgment and intuition around the subtleties of group dynamics and the impact of their words and actions.
*What makes this model so powerful and unique is the required combination of all three attributes together. If even one attribute is missing in a team member, teamwork becomes significantly more difficult and sometimes even impossible.
"The mark of a great meeting is not how short it is or whether it ends on time. The key is whether it ends with clarity and commitment from participants."
- Are exciting engaging and productive
- Have a clear purpose
- Include some level of conflict
- End in clarity and commitment
Death by Meeting focuses on a cure for the most painful yet underestimated problem of modern business: bad meetings. And what he suggests is both simple and revolutionary. Pat provides a framework for his groundbreaking model, and makes it applicable to the real world. Death by Meeting is nothing short of a blueprint for leaders who want to eliminate waste and frustration among their teams, and create environments of engagement and passion.
Daily Check In
Share daily schedules and activities
Review weekly activities and metrics, and resolve tactical obstacles and issues.
Discuss, analyze, brainstorm and decide upon critical issues affecting long term success.
Quarterly Off-Site Review
Review strategy, competitive landscape, industry trends, key personnel, and team development.
*This model was originally presented in
Patrick Lencioni's book Death By Meeting
The Meeting Advantage
This web-based tool is designed to help teams have more effective meetings and reinforce organizational health on a week-to-week basis. Complete with video explanations from Pat to help you apply the material, this tool is as easy-to-use as it is transformational.
- Ensure your company's organizational clarity always guides your decision-making
- Galvanize your team to focus around the most important priorities
- Use a simple and actionable color-coded system for measuring progress on shared objectives
- Develop a real-time agenda focusing time and discussion on the most critical topics
- Clarify post-meeting cascading messaging to the rest of your organization
- Export weekly team meeting details, agenda, and notes to PDF
- View Instructional video from Pat on how to run an effective meeting and leverage the The Meeting Advantage tool
Managing For Employee Engagement
"Engaged, enthusiastic, and loyal employees are pivotal drivers of growth and health in any organization."
Patrick Lencioni, The Truth About Employee Engagement
The Truth About Employee Engagement gives managers a practical new approach to engage, motivate and retain employees by eliminating the three primary causes of job misery: anonymity, irrelevance and immeasurement.
*The Truth about Employee Engagement was originally published as The Three Signs of a Miserable Job
People cannot be fulfilled in their work if they do not feel known. All human beings need to be understood and appreciated for their unique qualities by someone in a position of authority.
Everyone needs to know that their job matters to someone—anyone. Without seeing a connection between their work and the satisfaction of other people, an employee will not find lasting fulfillment.
Employees need to be able to gauge their own progress and level of contribution. People cannot be fulfilled in their work if their success depends entirely on the opinions or whims of another person.