Five Behaviors of a Cohesive Team Profiling Services

/Five Behaviors of a Cohesive Team Profiling Services
Five Behaviors of a Cohesive Team Profiling Services 2017-05-19T16:49:29+00:00

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 of a Cohesive TeamTM is an assessment based learning experience for intact teams. Powered by the Everything DiSC®model, The Five Behaviors of a Cohesive Team™ helps members balance their individual workplace styles with an appreciation of those of other members. A team functions well beyond coexistence, achieving business results when members learn to master The Five Behaviors.

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Your team will benefit from this product because it provides data on the team’s basic function. Plus, each member gains targeted information on the impact of their style on team functions. The result is a better team.
Sue Annis Hammond, Thin Book Publishing

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Trust can only happen when team members are willing to be completely vulnerable with one another. There is confidence among team members that their peers’ intentions are good and that there is no reason to be protective or careful around each other.

How does a team build vulnerability-based trust?

Using a behavior assessment like DiSC can give team members deeper insights into themselves and their peers. It can help people understand each other and get comfortable being transparent about personal limitations.


Even though many of us may naturally try to avoid conflict at work, by doing so, we’re missing out on the kind of passionate debates that are essential to any great team. All lasting relationships require productive conflict in order to grow.

When team members build a foundation of vulnerability-based trust, conflict simply becomes an attempt to find the best possible answer. Productive conflict around concepts and ideas has the potential to produce the best possible solution in the shortest period of time.

How does conflict help teams succeed?

A team that engages in conflict minimizes politics and puts critical topics on the table for discussion. It also extracts the ideas of all members, helping to solve real problems quickly.


In the context of a cohesive team, commitment is clarity around decisions, and the ability to move forward with complete buy-in from every member of the team – including those who initially disagreed with the decision. Great teams understand they must be able to commit even when the outcome is uncertain and not everyone initially agrees.

How do different DiSC styles generally approach commitment?

D: coworkers have a take-charge attitude and want to make up their minds quickly.
i: coworkers rely on personal relationships and may be more apt to commit when they feel a sense of team spirit.
S: coworkers are careful decision-makers and want to be absolutely sure before they commit.
C: coworkers are swayed by objective information rather than emotion or intuition.


It’s not uncommon for people to be unwilling to tolerate the interpersonal discomfort that accompanies calling out a peer on his or her behavior, preferring to avoid difficult conversations. Effective teams overcome these natural inclinations, opting instead to ‘enter the danger’ with one another.

Applying peer pressure is a good thing when it comes to workplace teams. It gives team members a sense of feeling trusted and respected, and members feel a responsibility to get things done right.

DiSC styles tend to prefer receiving productive feedback in different ways:

D coworkers prefer a straightforward delivery.
i coworkers want a positive explanation.
S coworkers prefer a considerate but direct delivery.
C coworkers want a truthful, logical explanation.


The ultimate goal of encouraging trust, healthy conflict, commitment, and accountability is to achieve results. And yet, as it turns out, one of the greatest challenges to team success is the inattention to outcome-based results.

Aren’t all teams working toward results?

Results would naturally seem to be the driving force behind a team. However, sometimes team status and individual status goals get in the way. A focus on team status occurs when merely being part of a group is satisfying enough, regardless of results. Individual status refers to the familiar tendency of people to focus on enhancing their own positions or career prospects at the expense of the team.

The emphasis is on collective results. Great teams ensure all members, regardless of their individual responsibilities and are as of expertise, are doing whatever they can to help the team accomplish its goals.

Five Behaviors Team Profiling Tool

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. 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.

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Pat is the founder of The Table Group and the author of ten books that have sold over four million copies and been translated into more than 25 languages.  The Wall Street Journal called him one of the most sought after business speakers in America; he has addressed millions of people at conferences and events around the world over the past 15 years.  Pat has written for or been featured in numerous publications including the Harvard Business Review, Inc. Magazine, Fortune, Fast Company, USA Today, The Wall Street Journal, and BusinessWeek.

As president of The Table Group, Pat splits his time between his leadership and management duties, writing, speaking, and consulting to CEOs and their leadership teams.  Since founding the firm in 1997, Pat has worked with thousands of executives in organizations ranging from Fortune 500 corporations and professional sports teams to non-profits and churches.

Prior to founding The Table Group, Pat worked at Bain & Company, Oracle Corporation, and Sybase.  Pat lives in the Bay Area with his wife, Laura, and their four boys.

The Five Dysfunctions of a Team is the flagship book for Patrick Lencioni having sold more than 2.5 million copies. Told through a unique fable narrative lens, Pat’s groundbreaking theory on teams focuses on collective team behaviors that lead to success. Reading the book is often the first step in launching a Dysfunctions teambuilding initiative.