The best way to measure if a team is dysfunctional is at the end of a meeting, do you feel invigorated or do you feel depleted?

Welcome to the art of accomplishment, where we explore how deepening connection with ourselves and others leads to creating the life we want with enjoyment and ease.

I'm Brett Kistler, here today with my co-host, Joe Hudson.

Thank you. I'm Brett Kistler, here today with my co-host, Joe Hudson. Last week, we talked about what makes a functional team and how to build a functional team.

And today, let's do a little bit of the opposite.

Let's talk about how to build the most dysfunctional team you possibly can.

Yeah, that sounds fun.

Just to start off, there's this great, maybe we can put it in the show notes.

There's a great, I don't know how much we'll talk on this, but there's this great thing that the CIA put out.

I had somebody in the CIA actually verify it, I know that it's it's apparently true but

I think they put it out in the 40s or the 50s or something like that and it was how to go into

an organization and make it dysfunctional because they were trying to plant people inside of key

organizations of what was considered an enemy at the time and make it dysfunctional.

It's a great document because when you see it, you see so many organizations

are run the way that they tell you to corrupt an organization.

So really cool stuff.

Yeah, what were some of the characteristics of how they would do that?

Defer decision making, defer decision making to groups.

Make sure that the groups that you're deferring the decision making to are over six.

Always try to get everything in the hands of a committee.

You know, take away the autonomy of people who know the work, stuff like that.

That sounds about right.

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