The Five Behaviors of a Cohesive Team™ has a simple goal: To help people discover how to build a truly cohesive and effective team. Based on Patrick Lencioni’s internationally best-selling leadership fable The Five Dysfunctions of a Team, this assessment-based program focuses on putting The Five Behaviors™ model into practice. Additionally, two versions of the program are available: Powered by Everything DiSC® or All Types™( Jung’s theory of psychological types, like the MBTI® instrument ) — two distinct personality models — which help participants better understand how individual personalities contribute to team development. Both are equally valuable in helping teams achieve greater effectiveness and productivity.
 Myers-Briggs Type Indicator, Myers-Briggs, MBTI and MBTI Logo are trademarks or registered trademarks of the Myers & Briggs Foundation in the United States and other countries.
Productive individuals thrive on teams that are based on trust—the foundation of The Five Behaviors™ model. In this program, teams discover how to view vulnerability as an opportunity for strengthening relationships among their teammates. When you trust your teammates you will work with them to get results.
What makes your team dysfunctional?
Characteristics of High Performing Teams
#1: Absence of Trust
The fear of being vulnerable with team members prevents the building of trust within the team.
#2: Fear of Conflict
The desire to preserve artificial harmony stifles the occurrence of productive ideological conflict.
#3: Lack of Commitment
The lack of clarity or buy-in prevents team members from making decisions they will stick to.
#4: Avoidance of Accountability
The need to avoid interpersonal discomfort prevents team members from holding one another accountable.
#5: Inattention to Results
The pursuit of individual goals and personal status erodes the focus on collective success.
Teams willing to address the five dysfunctions can create high-performing, cohesive teams.
Here are their characteristics:
They are comfortable asking for help, admitting mistakes and limitations and take risks offering feedback
They tap into one another's skills and experiences
They avoid wasting time talking about the wrong issues and revisiting the same topics over and over again because of lack of buy-in
They make higher quality decisions and accomplish more in less time and fewer resources
They put critical topics on the table and have lively meetings
They align the team around common objectives
They are able to retain star employees