The Five Behaviors of a Cohesive Team™ has a simple goal: To facilitate a learning experience that helps professionals and their organizations 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.
Build a strong team
With this program, participants will learn how, as a team, they score on the key components of the model: trust, conflict, commitment, accountability, and results. Additionally, the program is powered by Everything DiSC®, a model that helps individuals to understand themselves and others better. Using these results, participants will be able to create a better, stronger team.
The Five Behaviors of a Cohesive Team™ assessment and accompanying material is designed for an intact team. Before choosing this program, consider the questions: Is the team really a TEAM?
Getting the assessment right
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.
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 behavior. 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.