{"id":378,"date":"2019-07-06T21:46:21","date_gmt":"2019-07-07T01:46:21","guid":{"rendered":"https:\/\/www.shortform.com\/blog\/?p=378"},"modified":"2025-10-03T11:14:13","modified_gmt":"2025-10-03T15:14:13","slug":"inattention-to-results-five-dysfunctions","status":"publish","type":"post","link":"https:\/\/www.shortform.com\/blog\/inattention-to-results-five-dysfunctions\/","title":{"rendered":"Inattention to Results (Five Dysfunctions)"},"content":{"rendered":"\n<p>Does your team or workplace have an inattention to results? Do people just not really care about achieving results? Learn more about how to remove an inattention to results at work.<\/p>\n\n\n\n<!--more-->\n\n\n\n<p><em>Editor\u2019s note: This article is part of\u00a0<a href=\"https:\/\/www.shortform.com\/blog\/hub\/professional\/work\/team-building-guide\/\">Shortform\u2019s guide to team-building<\/a>. If you like what you read here, there\u2019s plenty more to check out in the guide!<\/em><\/p>\n\n\n\n<h2 class=\"wp-block-heading\" id=\"h-dysfunction-what-inattention-to-results-is\">Dysfunction: What Inattention to Results Is<\/h2>\n\n\n\n<p>Functioning teams are focused on achieving results. They have an ultimate mission and clear, defined objectives along the way to help them achieve that mission.&nbsp;<\/p>\n\n\n\n<p><strong>Dysfunctional teams, however, don\u2019t<\/strong> <strong>define their goals or establish clear, universal benchmarks for success<\/strong>. They don&#8217;t pay attention to results.<\/p>\n\n\n\n<p>This stems directly from the fourth dysfunction: without clear decisions, defined goals, and well-articulated responsibilities for everyone, teammates will be unable and unwilling to hold their teammates accountable to high standards. In the absence of accountability, people will naturally pursue whatever is best for themselves, instead of being accountable for team results.<\/p>\n\n\n\n<p>If individuals know they can get away with blowing off deadlines on team projects without having their feet held to the fire by their colleagues, <strong>individual egos will rule the roost<\/strong>. This leads to the team devolving into a collection of individuals working at cross-purposes, rather than a cohesive group working together to achieve common goals.&nbsp;<br><\/p>\n\n\n\n<p>The effects of inattention to results are crippling for a team. The predominance of individual egos will prevent the team from taking advantage of new opportunities or growing to meet new challenges (because <strong>changes to the <em>status quo <\/em>might impact someone\u2019s <em>status<\/em><\/strong>), they will fall behind their competitors (because they haven\u2019t even articulated how they should measure success), and they will easily lose focus as <strong>the excessive focus on<\/strong> <strong>individual ego and status pulls the organization back and forth between competing priorities.<\/strong><br><\/p>\n\n\n\n<h3 class=\"wp-block-heading\" id=\"h-inattention-to-results-example-1\">Inattention to Results <strong>Example 1<\/strong><\/h3>\n\n\n\n<p>Kathryn draws the analogy between the DecisionTech executive team and a basketball team with a roster of star players. While on paper, these teams laden with individual talent ought to crush the competition, in reality they frequently don\u2019t. With all of the stars focused on achieving individual records, they don\u2019t pay attention to team results. She points out that a good sports coach can focus a team on results because there is a clear and easy-to-define benchmark: the win-loss record. <strong>The key for DecisionTech is to define what \u201cwinning\u201d is to them.<\/strong><br><\/p>\n\n\n\n<h3 class=\"wp-block-heading\" id=\"h-inattention-to-results-example-2\">Inattention to Results <strong>Example 2<\/strong><\/h3>\n\n\n\n<p>Martin becomes defensive when Jan and Carlos point out that the company may have over-committed resources to engineering, while under-investing in marketing and sales. He ultimately admits he has overstated the resources needed to build the company\u2019s core technology because he doesn\u2019t want DecisionTech\u2019s potential failure to be blamed on his department\u2014<em>not<\/em> because he thought that this commitment of resources was necessarily in the company\u2019s best interests. <strong>He put his pride and ego before the good of the company\u2014a textbook display of inattention to results.<\/strong><\/p>\n\n\n\n<h2 class=\"wp-block-heading\" id=\"h-solving-inattention-to-results-delivering-results\"><strong>Solving <\/strong>Inattention to Results<strong>: Delivering Results<\/strong><\/h2>\n\n\n\n<p>The best way to resolve this dysfunction of Inattention to Results is to <strong>define clear goals for the organization and articulate how <em>each <\/em>individual\u2019s work aligns with these broader goals.<\/strong><br><\/p>\n\n\n\n<h3 class=\"wp-block-heading\" id=\"h-inattention-to-results-solution-1-public-declaration-of-results\">Inattention to Results Solution 1: <strong>Public Declaration of Results<\/strong><\/h3>\n\n\n\n<p>Clearly express and publicize results and expectations. This brings clarity, as <strong>everyone knows precisely which goals the organization is working toward<\/strong>, and how their work fits into the overall goals.<br><\/p>\n\n\n\n<h3 class=\"wp-block-heading\" id=\"h-inattention-to-results-solution-2-results-based-rewards\">Inattention to Results Solution 2: <strong>Results-Based Rewards<\/strong><\/h3>\n\n\n\n<p><strong>Link rewards to the achievement of specific outcomes<\/strong>, rather than vague behaviors like \u201cworking hard\u201d and less useful metrics like hours worked.<strong>&nbsp;<\/strong><\/p>\n\n\n\n<p>This provides a financial <a href=\"https:\/\/www.shortform.com\/blog\/what-is-incentive-meaning-and-definition-economics\/\">incentive<\/a> to get things done for the team, thus reversing inattention to results. Teams should be cautious about relying <em>too <\/em>heavily on this approach, since it reduces motivation to a simple function of financial incentives (when, in reality, they\u2019re far more complicated than that).<br><\/p>\n\n\n\n<h3 class=\"wp-block-heading\" id=\"h-inattention-to-results-solution-3-the-leader-s-role-nbsp\">Inattention to Results Solution 3: <strong>The Leader\u2019s Role&nbsp;<\/strong><\/h3>\n\n\n\n<p>A leader needs to make it clear that <strong>results, and nothing else, are the sole measurement of success<\/strong>. Those who receive recognition should be those who contribute toward defined objectives. The leader needs to avoid playing favorites and rewarding anything other than results.<br><\/p>\n\n\n\n<h3 class=\"wp-block-heading\" id=\"h-benefits-of-solving-inattention-to-results\"><strong>Benefits<\/strong> of Solving Inattention to Results<\/h3>\n\n\n\n<p>By having tangible measures of success,<strong> teams become better able to attract and retain achievement-focused employees. <\/strong>It also becomes easier and more efficient to evaluate performance. Lastly, teams that <a href=\"https:\/\/www.shortform.com\/blog\/focus-on-results\/\">focus on results<\/a> avoid the distraction and wasted energy that comes from individual team members pursuing their own agendas at the expense of the team.<br><\/p>\n","protected":false},"excerpt":{"rendered":"<p>Does your team or workplace have an inattention to results? Do people just not really care about achieving results? Learn more about how to remove an inattention to results at work.<\/p>\n","protected":false},"author":2,"featured_media":358,"comment_status":"open","ping_status":"open","sticky":false,"template":"","format":"standard","meta":{"_jetpack_memberships_contains_paid_content":false,"footnotes":""},"categories":[14],"tags":[22],"class_list":["post-378","post","type-post","status-publish","format-standard","has-post-thumbnail","hentry","category-management","tag-five-dysfunctions","","tg-column-two"],"yoast_head":"<!-- This site is optimized with the Yoast SEO Premium plugin v24.3 (Yoast SEO v24.3) - https:\/\/yoast.com\/wordpress\/plugins\/seo\/ -->\n<title>Inattention to Results (Five Dysfunctions) - Shortform Books<\/title>\n<meta name=\"description\" content=\"Does your team or workplace have an inattention to results? Do people just not really care about achieving results? 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