I kept waiting for Kathryn to be at a loss of what to do next.  Of course she wasn't.  The benefit of writing a book and not having it happen real time.  Everything she did seemed really logical and thoughtful and challenges some of my "in the moment" experiences I have from time to time trying to make sure all my balls are still in the air and I haven't dropped one.  What this really reminded me of was that I need to continue to fight for that time where I get to be more proactive and thoughtful about things - so that I too can plan more thoughtfully and deliberately more often - like Kathryn creating a plan on how to get this team through their dysfunctions and over to the other side where they could work will together.
Easy read overall.

Nicola Hobeiche  |  Managing Director, Assistant General Counsel, Director of Litigation  |  Legal 
ORIX USA Corporation | 1717 Main Street, Suite 1100 | Dallas, TX 75201 
t  | 214-237-2036 | e | nicola.hobeiche@orix.com  |  www.orix.com  |

-----Original Message-----
From: ironlady@stagen.simplelists.com [mailto:ironlady@stagen.simplelists.com] On Behalf Of Farha, Ryan
Sent: Wednesday, January 24, 2018 3:21 PM
To: ironlady@stagen.simplelists.com
Subject: RE: Five Dysfunctions of a team

I finished the book last weekend. Overall, I enjoyed the narrative style to the writing and was able to relate each character to someone I've worked with before.

Ryan Farha  |  Managing Director, Head of Corporate/M&A  |  Legal ORIX USA Corporation | 1717 Main Street, Suite 1100 | Dallas, TX 75201 t  | 214-237-2242 | e | ryan.farha@orix.com  |  www.orix.com  |

-----Original Message-----
From: ironlady@stagen.simplelists.com [mailto:ironlady@stagen.simplelists.com] On Behalf Of Griffin, Scott
Sent: Friday, January 19, 2018 4:30 PM
To: ironlady@stagen.simplelists.com
Subject: RE: Five Dysfunctions of a team

I liked the book, and like others I think using a fictional story helped bring some of the concepts to life. Like most fiction the book was probably cleaner than any real life situation, but I could see how the principles apply, and I do buy in to the overall concept of the book.

-Scott

-----Original Message-----
From: ironlady@stagen.simplelists.com [mailto:ironlady@stagen.simplelists.com] On Behalf Of Lenocker, John
Sent: Thursday, January 11, 2018 9:39 AM
To: ironlady@stagen.simplelists.com
Subject: RE: Five Dysfunctions of a team

I agree the story-telling approach in the book helped make it a quick read, but it somewhat limits the ability to dig in to the topics and understand how to use it (yay for Stagen's additional coaching on it!).  While realistic in setting, additional challenges come from the inability to so neatly and promptly remove people from the team, not to mention how to find and replace them with someone who is equally qualified (or more) but also going to buy-in to the team player concept.  It definitely will shape how I approach interviewing of candidates, however.

John Lenocker |  Managing Director  |  Private Debt & Equity Capital ORIX USA Corporation  |  1717 Main Street, Suite 1100  |  Dallas, TX 75201 t  |  214-237-2026     c  |  972-762-5528     e  |  john.lenocker@orix.com  |  www.orix.com

-----Original Message-----
From: ironlady@stagen.simplelists.com [mailto:ironlady@stagen.simplelists.com] On Behalf Of Zhu, Yvonne
Sent: Wednesday, January 10, 2018 5:37 PM
To: ironlady@stagen.simplelists.com
Subject: Re: Five Dysfunctions of a team

I read this over the new year weekend. It was an easier and more interesting read than i expected. I liked the story telling / problem solving case study format.

Don't think Kathryn's leadership style is fully explored in the book - she is doing what she needs to do in a turnaround mode and really using those offsite meetings to introduce the concepts, give the team a reality check and build the team together ( and remove the weeds). How she will manage past this stage is unclear other than that she is team focused.

Two observations - Kathryn asked her team to view this team they are on as the A team ( higher priority) while their own team as the B team. This makes perfect sense from the  company's perspective, but can be difficult in practice / reality with different level of trust ( naturally most people have stronger trust in the team you lead and pull together ).  The other observation may be off topic here - It seems to me Kathryn makes a great chief operating officer ( getting the team together for smooth operations etc) vs a CEO. I have always believed that legendary companies will never exist without a CEO/ founder with good instinct/passion/some level of subject expertise in the area/industry combined with business/ leadership skills. It seems that she lacks the former. Just a thought

Sent from my iPhone

On Jan 7, 2018, at 2:35 PM, Jha, Christine <Christine.Jha@orix.com<mailto:Christine.Jha@orix.com>> wrote:

Just read The Five Dysfunctions of a Team.  For those who haven't read it yet, it's a quick read (I knocked it out on my flight - granted American didn't have in-seat entertainment to distract me).

It was fairly interesting and illustrated the intended topics well.

I interested in hearing what others thought of Kathryn's leadership style.  Obviously the author has given her the idealized response.

Regards,
Christine

Deputy Chief Financial Officer
ORIX USA Corporation
214 237 2308 (office)
972 322 0966 (cell)

Sent from my iPhone

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