Teamwork Performance Test
Five Behaviors to Increase Team Performance
Five Behaviors: the model helps team members to work together more effectively and become more cohesive.
Productive, high-functioning teams:
- Makes better, faster decisions
- Taps into skills & opinions of all members
- Waste no time on politics, confusion, negative conflict
- Create a competitive advantage
- Avoid talking about wrong issues again
and again because the lack of buy-in
- Is more fun to be on
Team work performance Assessment & Personalized Tools
Five Behaviors™ is a unique learning experience. It helps people 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 breakthrough programme proven to deliver business results.
Research-validated behavioural assessment
Precise, customised results
Clear, approachable information
Engages & educates up to 30 participants (personal) or 12 participants (team)
Change a group of individuals into a team that performs
Two versions of the programme are available: personal - designed specifically for participants who do not need to be part of the same team. Team - this programme focuses on putting The Five Behaviors model into practice in an intact team setting.
Individuals, not part of the same team
Team, responsible together for results
The Five Behaviors™ Model
The Five Behaviors™ results from the partnership between Wiley Workplace Learning Solutions and best-selling author Patrick Lencioni. Together they created a team development programme with a simple goal: to improve team effectiveness and productivity, through understanding and applying Five Behaviors™. Trust, Conflict, Commitment, Accountability, and Results.
BUILDING THE FOUNDATION OF A COHESIVE TEAM
When team members are genuinely transparent and honest with one another, it forms a safe environment that creates and builds vulnerability-based trust. Trust lies at the heart of a functioning cohesive team and can only happen when team members are willing to be vulnerable with one another.
A personality assessment can help people gain insight on their peers. It also helps to develop empathy. These two qualities allow a team to build trust.
ENGAGING IN HEALTHY CONFLICT
With trust, team members are able to engage in unfiltered, constructive debate of ideas. Conflict is naturally uncomfortable, but productive conflict focused on concepts and ideas and is essential for any great team to grow.
When teams have a foundation of vulnerability-based trust, conflict simply becomes an attempt to find the best possible solution quickly.
BUYING IN ON DECISIONS
Team commitment is about clarity around decisions, not consensus.
With commitment, teams move forward with complete buy-in from every team member – including those who may initially disagree. When team members are able to offer opinions and debate ideas, they feel heard and respected, and will be more likely to commit to decisions.
HOLDING TEAM MEMBERS ACCOUNTABLE
Once everyone is committed to a clear plan of action, they will be more willing to hold one another accountable. It’s easy to avoid difficult conversations, but calling out peers on performance or behaviors that might hurt the team is essential to productivity.
By “entering the danger zone” with one another, team members feel trusted, respected, and responsible for getting things done right.
FOCUSING ON COLLECTIVE RESULTS
The ultimate goal is the achievement of results, unlocked through implementing the model’s principles of Trust, Conflict, Commitment, and Accountability. One of the greatest challenges to team success is the inattention to results.
Great teams ensure all members, regardless of their individual responsibilities and areas of expertise, are doing their best to help accomplish team goals.
Cohesive teams: Work together more effectively
Success Story: Microsoft team building and group dynamics
Forty exceptional employees, six short months, and the responsibility to one reputable Fortune 100 company: That is what Darci Kleindl was handed when she accepted a job as the general manager of sales excellence and sales enablement for the Microsoft Business Solutions (MBS) group. Discover 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.