Teamwork is the single most untapped competitive advantage in organizations today.
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It doesn’t have to be this way. Building a strong, healthy team is not only possible; it’s also quite simple. If you work on a dysfunctional team you already know that simple things can still be very difficult to implement. That’s where The Five Behaviors of a Cohesive Team™ can make all the difference.
This program is designed as a facilitated learning experience. New and seasoned professionals will discover how to create a truly cohesive and effective team in the most approachable, competent, and effective way possible. Powered by Everything DiSC®, The Five Behaviors profile, which provides both individual and team feedback, is grounded in the model described by Patrick Lencioni in his international best-selling leadership fable, The Five Dysfunctions of a Team.
- Trust one another
- Engage in conflict around ideas
- Commit to decisions
- Hold one another accountable
- Focus on achieving collective results
Who is the program designed for?
The Five Behaviors of a Cohesive Team™ is designed for use with an intact team. When considering this program, use this criterion to determine a good fit. A team is a small number of people (usually three to twelve) who meet regularly and are responsible for results as a group. Team members should share some common goals, be responsible for achieving them, and be rewarded collectively for their work. Not every group in an organization is a team, even if they have team in their title. If a group does not meet the program criteria of a team, this process probably won’t produce the expected results.
Timing is also important as certain situations make it difficult to effectively implement the feedback process inherent in the program. Here are some examples of circumstances that should be avoided for implementing The Five Behaviors™ process:
- The team is very new. A minimum of six to eight weeks is recommended before introducing this program to a new team.
- There is about to be a change in the nature of the team. If a member is leaving or responsibilities are changing it would be best to wait until the team is stable.
- There is going to be or recently has been a significant organizational change, like a merger, reorganization, or a new CEO.
- The team has an unusually heavy workload with impending deadlines.
How does the program work?
While the facilitated learning process has some flexibility, teams will benefit the most from working through all seven of the program modules. Modules vary in length from 1 to 3-1/2 hours so the full program will take the equivalent of about three days. Modules can be taught separately over a period of time, like a weekly schedule. A NEW one-day program delivers all the key concepts in a shorter timeframe.
- A personalized, 37-page Five Behaviors of a Cohesive Team™ profile for every participant
- 40 minutes of engaging video
- Participant handouts and activities
- Take-away cards for each of The Five Behaviors™
- A copy of The Five Dysfunctions of a Team book for each participant
The Five Behaviors™ model has been tested and refined with more than 300 teams and 3,500 team members. The assessment is reliable and participants can immediately see a correlation between the ratings and work behaviors.
Remember, a productive, high-functioning team:
- Makes decisions better and faster
- Taps into the opinions and skills of all team members
- Minimizes lost time and energy on politics, confusion, and destructive conflict
- Avoids wasting time by talking about the wrong issues or revisiting a topic again and again because team members lack real buy-in
- Can become your secret competitive advantage
- Is more fun and rewarding to be a part of!
Why does all this matter? Because healthy cohesive teams impact people’s lives and make them better.
To get started, call Ken Byler at 215.799.1216 or complete our form on the Contact page of this website.
The Five Behaviors of a Cohesive Team™ is a trademark of John Wiley & Sons, Inc. or its affiliated companies.
Check out this success story video.