The Five Dysfunctions of a Team (Essay Sample)

The Five Dysfunctions of a Team.

What does the writer say leaders should do to adopt constructive conflict?
The writer advises leaders to accept a new mindset, develop new skill sets, and espouse different approaches to overcome the challenge of conflict avoidance, which drains the benefits of healthy conflict. The author encourages leaders not to view emotional bursts as obligations but rather as a standard mechanism for humans to protect themselves from perceived injuries experienced by previous similar circumstances. Emotions are something we need to be attentive to and learn. According to the author, developing new skills is a way to foster healthy conflict because it requires the skill to identify the causes of emotional outburst issues and effectively address them not as problems with the members but as channels managers can use to enable these people to contribute to team development in a better way. Using different approaches is commendable as it helps the leader to know at what point to interject when dealing with people manifesting emotional outbursts. According to the author, it is likely to improve when the manager identifies with the person experiencing these emotions.
Do you think these are effective methods when thinking as a team player (and not a team head)?
In many group settings, whether at work or other social units, team players desire leadership traits that identify with their circumstances, walk their mile, and can feel their pain. It is motivating and a source of inspiration for better performance. These are the marks of the most influential leaders with highly inspired followers. So, yes, these methods are productive.
Why or why not? Be precise in your answer and give instances in your life, the education resources, or the book to back your inference.
Conflict resolution is about identifying prospects that others do not. When handling disagreement resolution over a lens of prospect, conflict can be a vital enabler of growth for teams or for all the people who might be affected. Influential leaders know that the most reliable associations with team members do not commence until there is some disharmony. (Llopis, 2022) Conflict can produce an emotional and mental state, making it hard to manage. It requires a change of approach, and leaders must antagonize rather than permit it to hinder crew development.  The difficulty is tremendous when it is all you can see. Observation is not always the truth; we regularly do not oppose the most apparent circumstances we encounter since we allow other perspectives to distort what we know to be true. The most influential leaders possess self-awareness and insight to arrest and bring down disharmony. (Llopis, 2022)