Five behaviours for better team performance
Five behaviours: The model helps team members work together more effectively and strengthen their cohesion.
A productive and efficient team:
- Makes better decisions faster
- Taps into everyone’s skills and opinions
- Wastes less time (politics, confusion, disagreements)
- Creates a competitive edge
- Avoids wrong topics due to lack of buy-in
- It is preferable to belong to
Team performance evaluation and customized tools
Five Behaviors ™ is a unique learning experience. It helps individuals discover what it takes to achieve the ultimate competitive advantage of teamwork. Author Patrick Lencioni and our leading workplace assessment tools come together in a proven program to produce cost-effective results.
ASSESSMENT
Research-validated behavioral assessment
Accurate and personalized results
THE PROFILE
Personalized content
Clear and accessible information
THE WORKSHOP
Engages and empowers up to 30 participants (staff) or 12 participants (team)
Interactive, hands-on
FOLLOW-UP TOOLS
Comparison Report
Follow-up report
Transforming a group of individuals into a high-performance team
Two versions of the program are available: Personal – designed specifically for participants who do not need to be part of the same team. Team – this program focuses on applying the Five Behaviors model in an integrated team environment.
INDIVIDUAL
Individuals, not part of the same team
✓ individuals understand the role of each team member
✓ Create a culture of teamwork
✓ Designed for everyone
✓ Up to 30 participants
TEAM
Team, jointly responsible for the results
✓ Overview of self, team, teamwork
✓ Building cohesion
✓ Designed for intact teams
✓ 5 to 12 participants
THE FIVE BEHAVIORS™ MODEL
Two versions of the program are available: Personal – designed specifically for participants who do not need to be part of the same team. Team – this program focuses on applying the Five Behaviors model in an integrated team environment.
BUILD THE FOUNDATIONS OF A COHESIVE TEAM
When team members are truly transparent and honest with each other, they create a safe environment
that builds and reinforces trust based on vulnerability. Trust is at the heart of how a cohesive team functions
and can only exist if team members are willing to be vulnerable with each other.
A personality assessment can help people better understand their peers. It also helps to
develop empathy. Both of these qualities allow a team to build trust.
ENGAGE IN HEALTHY CONFLICT
With trust, team members can engage in unfiltered and constructive debate of ideas.
Conflict is naturally unpleasant, but productive conflict focuses on concepts and ideas and
are essential to the growth of any great team.
When teams have a foundation of trust built on vulnerability, conflict becomes simply an attempt
to quickly find a solution, the conflict simply becomes an attempt to find a solution quickly, conflict
simply becomes an attempt to find the the best possible solution quickly
.
BUY-IN TO DECISIONS
Team commitment is about clarity of decisions, not consensus.
With commitment, teams move forward with full buy-in from all team members, including
those who initially disagree.
When team members can express their opinions and debate ideas, they feel heard and
respected and will be more respected and will be more likely to commit to decisions.
EMPOWERING TEAM MEMBERS
Once everyone is committed to a clear plan of action, they will be more likely to hold each other accountable.
It’s easy to avoid difficult conversations, but bringing peers’ attention to
performance or behaviors that may be detrimental to the team.
By entering the danger zone with each other, team members feel trusted,
respected and empowered.
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FOCUS ON COLLECTIVE RESULTS The ultimate goal is to achieve results by implementing the model’s principles of trust, conflict, commitment and accountability. One of the biggest barriers to team success is a lack of focus on results. The best teams ensure that all members, regardless of their individual responsibilities and |
BUILD THE FOUNDATIONS OF A COHESIVE TEAM
When team members are truly transparent and honest with each other, they create a safe environment that builds and reinforces trust based on vulnerability. Trust is at the heart of how a cohesive team functions and can only exist if team members are willing to be vulnerable to each other.
A personality assessment can help people better understand their peers. It also helps develop empathy. Both of these qualities allow a team to build trust.
ENGAGE IN HEALTHY CONFLICT
With trust, team members can engage in unfiltered and constructive debate of ideas.
Conflict is naturally unpleasant, but productive conflict focuses on concepts and ideas and is essential to the growth of any great team.
When teams have a foundation of trust built on vulnerability, conflict simply becomes an attempt to quickly find a solution, conflict simply becomes an attempt to quickly find the best possible solution.
BUY-IN TO DECISIONS
Team commitment is about clarity of decisions, not consensus.
With commitment, teams move forward with full buy-in from all team members, including
those who initially disagree.
When team members can express their opinions and debate ideas, they feel heard and respected and will be more
respected and will be more likely to commit to decisions.
EMPOWERING TEAM MEMBERS
Once everyone is committed to a clear plan of action, they will be more likely to hold each other accountable.
It’s easy to avoid difficult conversations, but bringing peers’ attention to
performance or behaviors that may be detrimental to the team.
By entering the danger zone with each other, team members feel trusted,
respected and empowered.
FOCUS ON COLLECTIVE RESULTS
The ultimate goal is to achieve results by implementing the model’s principles of trust, conflict, commitment and accountability. One of the biggest barriers to team success is a lack of focus on results.
The best teams ensure that all members, regardless of their individual responsibilities and areas of expertise, do their best to contribute to the team’s goals.
A COHESIVE TEAM WORKS BETTER TOGETHER
Microsoft : Team Building and Group Dynamics
Forty exceptional employees, just six months, and the responsibility of a renowned Fortune 100 company-that’s what Darci Kleindl received when she accepted the position of General Manager of Sales Excellence and Sales Enablement for Microsoft Business Solutions (MBS) Group.
Learn how she planned to implement a comprehensive leadership and team development program that would transform her work culture and provide a foundational structure for her team.
HOW CAN WE HELP YOU?
HOW CAN WE HELP YOU?
FREQUENTLY ASKED QUESTIONS
DiSC tools: for a better management
Do you want to build good business relationships? Do you want to communicate better and better understand the behavior of your prospects to sell better? The DISC method is the solution to all these problems. This more effective communication tool brings fluidity to communication and interpersonal relationships. Discover in this article what is the DISC model? What are the DISC profile typologies? And why use the DISC tool in management?
What is the DiSC model?
- Dominance (red) ;
- Influence (yellow) ;
- Stability (green) ;
- Conscienscousness (blue).
To determine an individual’s primary behavior, Marston used two axes. The first one expresses his vision of the situation in an environment (favorable or hostile), while the second one expresses his propensity to act in this environment (accepting or acting). This self-knowledge helps you to communicate well and to understand your weaknesses.
The DISC model also facilitates the identification of the psychological dominance of individuals in a work environment. As a manager, thanks to the DISC tool, you will be able to adopt an appropriate management style if you are able to perceive the dominant trait of each of your employees.
What are the DiSC profile typologies?
From the vertical and horizontal axis, William Marston determined four categories of behavioral responses with the DISC tool. He assigned four colors to the four typologies for ease of use and understanding.
The dominant Disc profile
Fiery, powerful, determined, tenacious, assertive and often visionary, the dominant profile has extraordinary potential. This profile with an extroverted tendency does not try to beat around the bush. They are direct in their communication (verbal, gestural or non-verbal) and do not hesitate to speak up.
She can appear authoritarian and aggressive with those around her, a potential danger to team cohesion. On the other hand, this person has a competitive spirit, which allows him to focus on his objectives. They rely on facts to act and move forward. Business leaders and great intellectuals share this personality type.
The Disc Influence Profile
The person with the Influential Disc profile is social, friendly, optimistic, very demonstrative and enthusiastic. This person has very good interpersonal skills, which makes him or her a valued member of the team. Thanks to her personality, she likes to collaborate and works in a democratic way.
Nevertheless, this person is sometimes superficial in the way she finds problems and manages files. Her goal is to generate enthusiasm, seek to convince, seek recognition and collaboration.
The Disc Stable profile
The person with the Stable Disc profile is calm, patient, methodical, loyal, serious, reliable and humble. This personality profile, with a tendency to be introverted and flexible, is rather resistant to change. He is able to listen to his interlocutor and never imposes himself. They are team players. Their objective is to prioritize support and collaboration and to seek balance.
The Disc Conscientious profile
The person with the Conscientious Discretion profile is discreet, precise, factual, autonomous, methodical, organized, structured and analytical.
Often perceived as cold and authoritarian, this type of profile is at ease in the accounting or administrative professions. Be aware that the introverted, rigid, task-oriented person likes order and following rules. Their goal is to prioritize precision, balance (follow-through and moderation) and challenge.
Why use the DISC model in management?
- Knowing others better to communicate effectively;
- Understand others and adapt to their personality;
- Adopt empathetic listening and manage difficult situations;
- Encouraging communication;
- Selling and managing in color;
- Improve interpersonal skills to build positive relationships;
- Building team spirit
In the recruitment process, the DISC allows the recruiter to better understand the candidate’s own behavior in case of stress for example. Thus, this communication key also helps you to identify the candidate’s motivations, weaknesses, strengths, interpersonal skills and abilities.
In the communication management process, it allows you to adapt your communication to better understand each other and to better cooperate thanks to the empathy it generates. Finally, the DISC tool allows you to adapt to interlocutors and to anticipate their decision-making process, in the commercial approach.