Teamwork Analysis Report: Lencioni's 5 Dysfunctions and Coach Carter

This report provides a comprehensive analysis of teamwork, leadership, and team dynamics, drawing insights from the film "Coach Carter" and Patrick Lencioni's "The Five Dysfunctions of a Team." The report begins by examining the team dynamics portrayed in the film, identifying a relatable character and analyzing the team's performance through Lencioni's framework. It then reflects on a relevant quote from the book, providing personal examples to validate its significance. The report further explores the teams within a volunteer organization, discussing the cultural values, gaps, and necessary steps to create high-performing teams. Finally, it examines the impact of the COVID-19 pandemic on team values, motivation, and challenges, offering solutions to maintain team cohesion and productivity. The report concludes with a synthesis of the lessons learned, emphasizing the importance of group cohesiveness, efficient leadership, and shared goals in achieving team success.

REFLECTION PAPER
Part 1
The film Coach Carter is a 2005 American sports drama that revolves around a real-
life story of a basketball coach Ken Carter who was alleged for suspending his
undefeated school basketball team for their poor academic results (1).
In the film, it was shown that coach Carter was trying to build up team morale which
initially was not prominent from the action of team members (2). With respect to the
book, “The Five Dysfunctions of a Team” as written by Patrick Lencioni, the film may
be analyzed for its portrayal of group dynamics.
Initially, the team motivation was not up to the mark and there were absences of trust
factor among the team members especially towards the coach. Also, the students
were not ready to achieve the desired goal of good University grade as well as
winning the basketball tournament championship. In addition, such lack of
commitment may also be corroborated from the fact that there were quarrels among
the team members around the coach and people were not ready to be accountable
for what they are doing in group work. As per Patrick Lencioni, the book five
dysfunctions of a team as below:
 Absence of trust
 Fear of conflict
 Lack of commitment
 Evidence of accountability and
 Inattention to results (3)
I feel that the character Kenyon Stone is relatable with me as I had also been
inactive within our group environment initially. I was reluctant to work in a team
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environment but gradually I had attained to hold a grasp on my team-skill and started
feeling motivated the same as Kenyon, as shown in the film.
Part 2
There was a quote in the book – “Genuine teamwork in most organizations remains
as elusive as it has ever been” (3). I feel that the quote is the essence of the above-
mentioned film as well. Initially, it seemed to be utmost impossible for the coach to
lead the team by uniting them. People were not even ready to listen to the coach and
acute dysfunctions were prevailing within the team. Gradually, with the strong
leadership of the coach and strategic planning through cooperation, interaction and
empathy, the members started uniting themselves. In short, the team was not
depicting cohesiveness which was missing. Gradually, the team morale raised
through efficient leadership. The book also suggests the same thing.
Part 3
I have been engaged in a voluntary organization in my locality. I used to visit there
every weekend and the NGO (non-government organization) is involved in the free
distribution of meals and medicine to the local beggars and needy poor people. I
have been visiting there for the last 3 months and able to be part of a team there
where different individuals come to volunteer those charitable works, as like me.
I have seen that people from different backgrounds, mindsets and opinions are
coming together for a common and good purpose which I think is the primary
essence of team dynamics. In short, the success of a team primarily depends upon
the fact that the people are acting towards a common goal despite having individual
differences in terms of perception, value system and belief (4). I would like to say
that such team culture primarily binds the members within a group environment and
that is the basic reason for shaping up team spirit.
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In order to create a high performing team, I would like to suggest that there should
be a cohesive team environment where people interact with each other in a hassle-
free manner. Also, brainstorming should be encouraged. In addition, I have realized
that leadership plays an important role in shaping up the high-performing team and
therefore I would advise that team should demand a highly efficient leader as well to
lead them.
Part 4
In our NGO team, we undertake various social welfare activities under the
supervision of the NGO management and perform instructed tasks such as
procurement of materials, distribution of the same, maintaining the budget register,
preparing invoices and vouchers for expenses and coordinating with other team
members for efficient execution of the work etc. Since these activities require
extensive group effort in terms of communication and cooperation, any resistance to
the same may lead to the dysfunction of the team (4).
The recent outbreak of the COVID-19 pandemic has certainly created an adverse
effect on our team spirit. The people are not coming to NGO now and they are
staying at their home. Since such self-containment is a regulatory order by the
government imposed on us, we need to comply with the same. However, in doing so,
I feel that the team motivation level is also getting affected adversely due to the lack
of interaction and communication between us.
In such a scenario, I would advise having a plan for virtual meetings among us so
that the same may restore the team motivation to an extent. Virtual interaction may
take place in the form of the conference call, group video call, Skype calls etc. I
think, for the purpose, we need to set a frequency of such mating preferably once in
a week for a period of 30 minutes to 1 hour. Also, for the purpose, related calendar
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invites may be sent to the persons and meeting agenda may be fixed and discussed
upon. As a result, work planning will not get affected. On the other hand, the team
spirit will also be restored to an extent.
Part 5
The lessons learnt from the film, reading of the book or COVID-19 outbreak in the
context of our teamwork in the NGO, I would like to sum up stating that group
cohesiveness is one of the most critical success factors in managing and working in
a team environment. If the team bonding is not strong with the presence of empathy,
understanding, cooperation and mutual trust and objectivity, the broader team goal
cannot be achieved. Team spirit is something that is the underlying essence of the
team dynamics and human behavioural traits as well (5). An efficient leadership may
enable the team members to explore the same visibly and bring the best out of the
team members in the most optimum manner.
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References
1. 10 Inspirational movies for teams - FocusU Engage India [Internet]. FocusU
Engage India. 2020 [cited 16 April 2020]. Available from: https://focusu.com/blog/10-
inspirational-movies-for-teams/
2. Coach scores points for academics [Internet]. SFGate. 2020 [cited 16 April 2020].
Available from: https://www.sfgate.com/news/article/Coach-scores-points-for-
academics-3240562.php
3. Lencioni P. The five dysfunctions of a team. John Wiley & Sons; 2006 Jan 9.
4. Lencioni PM. The ideal team player: How to recognize and cultivate the three
essential virtues. John Wiley & Sons; 2016 Apr 26.
5. Zhu YQ, Gardner DG, Chen HG. Relationships between work team climate,
individual motivation, and creativity. Journal of Management. 2018 May;44(5):2094-
115.
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