How Will Your Key Teams Perform In 2018?
The Five Behaviours of a Cohesive Team™ has a simple goal for teams; to facilitate an impactful learning experience and a comprehensive process for teams. Allowing teams & the business to discover what it takes to build a truly cohesive and effective team.
It provides team thinking time and a structured process that is professionally facilitated by Peter O’Connor of Performance Partners. The workshop encourages teams to break through to that high performance and cohesive motivation that only comes about when trust is high within the team.
A Results Driven Session through building trust.
The Five Behaviours session also helps leaders in the team to step back & create an environment where teams achieve key results, by overcoming the obstacles that are holding their progress back. Five Behaviours and the diagnostics provided clearly allows the team members to articulate what is holding the team back. The de-briefing and facilitation engages all of the team (the leaders & team members) in becoming more clear, focused, committed and cohesive!
If you want to improve the levels of clarity, alignment and engagement among team members toward common goals & decisions, that everyone on the team commits to, this process will help.
The situation may be that you have a team that has become under-performing, or that the issues that are holding the team back aren’t being dealt with in a healthy manner, then Five behaviours will also help overcome many of the obstacles and surface the issues that are proving difficult to resolve or possibly have caused a dysfunction in the team itself.
The Five Behaviours (5B) profile, which provides both individual and team feedback, is grounded in the model described in The Five Dysfunctions of a Team, the internationally multi-million best-selling leadership fable by Patrick Lencioni.
With this program, participants will learn how, as a team, they score on the key components of the model. Those components measured are :
Additionally, the program is powered with Everything DiSC® profiling “INSIDE” the Five Behaviours profile experience, leveraging the powerful Wiley/Lencioni Team assessment, alongside the Everything DiSC assessment. These are two complementary models & maps that helps all individuals & the team to understand themselves and others better as cohesive team members. It creates very important conversations in the room for the team, and it’s leaders. Using these results, participants are able to create a greater team. This process has had powerful impacts on teams across the world in the last few years. Evaluate this at our online session or
The Five Behaviors (5B) of a Cohesive Team grew out of a decade-long relationship with Patrick Lencioni and his colleagues. During the development process, the Publisher Wiley extensively tested and refined the program with more than 300 teams and 3,500 team members. This is highly valid learning & result oriented development for teams.
Who is the progam designed for?
The Five Behaviours of a Cohesive Team assessment and accompanying material is designed for an intact team. It leverages the power of DiSC(r) for DiSC users &/ Or All Types, for MBTI users.
All teams face challenges at various stages of their development and when executing on tough challenges or targets.
This includes reflecting in their culture and team identity, on how clear and aligned they are to their strategy & goals. Considering dynamics and events that affect the team, moving beyond healthy scepticism, getting clarity on roles, responsibilities, key processes and more are things that a team may need to encounter and overcome.
Five Behaviours can help your team as a powerful team development process that is professionally facilitated.
It has been used by teams in organisations including Microsoft, a case study we are happy to share. It applies to corporate teams and also to medium sized business teams.
Before choosing this program however, consider the questions: Is the team really a TEAM? 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 need to share or the leader(s) may want them to share a purpose, 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.