The Five Behaviors Of A Cohesive Team™ Powered By All Types™
The Five Behaviors of a Cohesive Team™ Powered by All Types™ is designed exclusively for teams within organisations that apply tools based on Jung’s theory of psychological types, like the MBTI® instrument, as their preferred indicator of personality. This programme creates a learning experience that helps teams understand how they score on the components of The Five Behaviors™ model: Trust, Conflict, Commitment, Accountability, and Results, and discover how individual personalities and preferences contribute to the team’s overall success.
The Five Behaviors of a Cohesive Team™ has a simple goal: To facilitate a learning experience that helps professionals and their organisations discover what it takes to build a truly cohesive and effective team. The Five Behaviors™ profile, which provides both individual and team feedback, is grounded in the model described in The Five Dysfunctions of a Team, the internationally best-selling leadership fable by Patrick Lencioni. With this programme, participants will learn how, as a team, they score on the key components of the model: Trust, Conflict, Commitment, Accountability, and Results. Additionally, the programme is powered by Everything DiSC® and All Types™, personality models that help individuals understand themselves and others better. Using these results, participants will be able to create a better, stronger team.
CUSTOMER-CENTRIC PRODUCT DEVELOPMENT
We like to think that our product development process is the secret to our success. We research, we storyboard, we build a full working prototype, we get extensive workshop feedback (from actual participants going through a programme), and then… we start over again. And for each product, we do this until we get it right. It’s hard, but we do this because it’s the only way to ensure that the learner experience is as powerful as it can be. We are radically customer-focused every step of the way.
The Five Behaviors of a Cohesive Team grew out of a decade-long relationship with Patrick Lencioni and his colleagues at The Table Group. During our development process, we extensively tested and refined the programme with more than 300 teams and 3,500 team members.
At the end of the day, the participant has to agree with his or her results. And while most assessments in our industry are just tested for internal reliability, we take it a few steps further. We look at things like test-retest (the stability of the tool), the correlations with other respected instruments, the correlations with outside observer ratings, and the correlations with actual work behaviour. It’s a big investment, but we do it because this information is what allows us to refine the assessment and make sure we are getting the participant the most accurate results possible. Getting the assessment right is our very first job.
WHO IS THE PROGRAMME DESIGNED FOR?
The Five Behaviors of a Cohesive Team assessment and accompanying material is designed for an intact team. Before choosing this programme, consider the questions: Is the team really a TEAM? A team is a relatively small number of people (from three to twelve) who meet on a regular basis and are collectively responsible for results. The team members share common goals as well as the rewards and responsibilities for achieving them. Not every group is a team. For example, a group that appears to be a team might simply be a collection of people who report to the same manager, but who have relatively little interdependence and mutual accountability. If a group does not meet the criteria of a true team, this process is unlikely to produce the results they expect.
The Five Behaviors of a Cohesive Team™ programme is different. Facilitator Accreditation will help you hone your instincts for when to stick to the agenda and when to improvise, when to let a debate play out and when to cut it short.
What would you do if a team member begins to cry during a workshop? What would you do if the team leader turned out to be the real problem?
You’re an experienced facilitator, but these scenarios are not common during a typical workplace training. The Five Behaviors of a Cohesive Team is different. Sessions can get heated. Participants can become emotional. The team leader can be defensive. Timelines and scripts can get thrown out the window. As a facilitator, you can influence whether a team sees an uncomfortable moment through or misses out on the opportunity to grow.
This course will help participants gain confidence, credentials and expertise using The Five Behaviors™ model and accompanying course material. Participants will also learn to navigate unexpected and challenging conversations during Five Behaviors sessions.
ONLINE PROGRAMME INCLUDES:
- 5-week course plus pre-work
- Weekly 90-minute instructor-led sessions
- 3-4 hours of self-directed online study per week
- Final Exam
- Accreditation Certificate
- The Five Dysfunctions of a Team eBook
Facilitator Accreditation is available to both partners and individuals within client organizations. Partner sessions will be held separately from client sessions. Accreditation will be granted upon completion of the Wiley course and passing of the accompanying exam. Accreditation is valid for at least two years.
The Five Behaviors of a Cohesive Team™ Progress Report is for teams who have already taken the original The Five Behaviors™ assessment. The Progress Report measures team progress by graphically comparing how a team’s performance changed over time.
The Progress Report highlights areas of greatest improvement and decline, offers productive points of discussion, and provides an action plan to help teams prioritise and set specific goals. You’ll be able to compare how a team’s performance has changed over time and highlight areas of greatest improvement and of greatest decline.
- The Team’s Survey Results
- Points of Discussion
- Action Plan
- Identify the team’s priorities for improvements
- Set specific goals
Who is it for?
Any team that was a good candidate for The Five Behaviors of a Cohesive Team assessment is qualified for The Progress Report 6–12 months after taking The Five Behaviors assessment. You may choose to review the section on assessing a team’s readiness in the Getting Started Guide in your facilitation kit in order to make sure the team is still a good fit.
Why should I use this tool? How will it help my team?
“Teamwork ultimately comes down to practicing a small set of principles over a long period of time.” —Patrick Lencioni
The Five Behaviors programme is a framework that helps team members have deeper conversations about how they work together on a day-to-day basis. It’s a programme that is rich enough for a team to come back to again and again. The Progress Report is designed especially to show a team how its behaviours have changed as compared to the last time the team was assessed. In addition to showing the improvements on the team, the report outlines challenges that may be hindering further development.
What are the best practices for using this tool?
- Before using this tool, you should give team members enough time to implement the action plans they committed to when they began this process. We recommend waiting 6–12 months after they take the original assessment before measuring their progress.
- Keep in mind, once you run a Progress Report, every report run after that is compared to the previous Progress Report—not the original report.
- Look at the numbers in addition to the colors in the pyramid to gauge improvement because the colors only tell part of the story. Keep in mind that lower scores don’t necessarily mean things are getting worse; people may be more honest when answering the questions the second time around, which could make some scores go down.
- Review the model with the team before you hand out the report. As soon as the team members get the report in their hands, they’ll go straight to the numbers, so you’ll want to emphasize that the report is designed to serve as a conversation starter about where the team is and where it wants to be.
When do I use the Progress Report versus starting over?
If a team has a new leader, we recommend the team re-take the original Five Behaviors assessment. Additionally, if more than 40% of the team has changed since the original assessment was administered, we recommend readministering the assessment and having the team create new action plans for improvement. Then in 6–12 months, you could administer The Progress Report and assess the team’s progress.
How long should I plan for a Progress Report session?
A typical engagement would likely last 2–4 hours; however, the timing will depend on your goals as the facilitator and the needs of the team.
What do I do when a new member joins the team?
If one or two people have joined the team since the original assessment was completed, you will still be able to add their data to The Progress Report. These members will need to take the assessment to receive their personality narrative. They will answer questions about the team and receive their own Progress Report. You may want to recommend that they read The Five Dysfunctions of a Team in order to give them a deeper understanding of the model. Alternatively, you could meet with them separately to bring them up to speed prior to any engagement with the whole team.
Does each team member receive an individual report?
Yes, each team member will receive a personalised report. This report includes the person’s personality style and narrative from the original report in addition to outlining team progress.
How do I get trained to use the Progress Report?
We encourage you to take The Five Behaviors of a Cohesive Team™ Facilitator Accreditation course.