Introducing the Five Behaviors of a Cohesive Team™

The Five Behaviors of a Cohesive Team™ 
Assessment & Training Materials

Based on Patrick Lencioni's The Five Dysfunctions of a Team

The single most untapped competitive advantage
is teamwork. 

I am so excited to discuss the brand new Five Behaviors of a Cohesive Team individual and team assessment & training materials! Based on Patrick Lencioni's New York Times best-selling book, The Five Dysfunctions of a Team, this Everything DiSC profile provides your team with constructive narrative you can use to improve your culture and increase productivity.

The Five Behaviors of a Cohesive Team is designed for intact teams. Does your group share the same goals? Rewards? If so, this training program may be the perfect fit! 

The Five Behaviors of a Cohesive Team was designed to facilitate a learning experience geared toward helping organizations discover what it takes to build and maintain a truly cohesive and effective team. The profile provides both individual and team feedback, and because it is powered by Everything DiSC, you know you're receiving accurate results, constructive narrative, and personalized strategies to success. 

How does it work?

Team Members:

Each team member takes a brief, online assessment. The first portion will focus on them as an individual and the second, on their feelings toward the team. Each team member receives a personalized profile report that highlights their DiSC behavioral style and the team's effectiveness in each of the Five Behaviors.

Facilitator:

Facilitation Kit

The facilitation kit helps a trainer, consultant, or team leader lead the team through the powerful Five Behaviors of a Cohesive Team model. Your team will understand and practice the behaviors that will make them a more cohesive unit and improve your team's productivity and performance. It includes 7 modules, customizable handouts, facilitator's guide, podcasts, and PowerPoint presentation with embedded video. Use it right out of the box or customize it to fit your needs.

The Annotated Team Report provides the facilitator with a copy of the team report, but also includes:

• An expanded explanation of profile content
• Scoring interpretation
• Resources for additional information
• Indicators of personalized/tailored content 
• Appendix with ranking across all assessment items

Six to 12 months after completing the program, use the Progress Reports to compare how your team's performance has changed over time. Determine gaps, prompt healthy, honest discussion and create an action plan specifically for them.
Sample Reports

Pricing 

The Five Behaviors of a Cohesive Team Profiles - $210.00 each

Facilitation Kit - $1,495
Progress Reports - $150 each

Getting Started

Contact us at Corexcel at learn@corexcel.com or 1-888-658-6641 (M-F, 9am - 5:30pm Eastern Time) to order your profiles and facilitation materials today! 

Corexcel is proud to be an Authorized Partner of The Five Behaviors of a Cohesive Team, a Wiley Brand.

Throwback Thursday: DiSC Profiles Minimize Conflicts and Maximize Productivity

Throwback Thursday
A Manager's Worst Nightmare
Using DiSC Profiles to Minimize Conflict

A team that's disengaged and constantly bickering is a manager's worst nightmare. How do you get everyone on the same page? How do you get everyone using the same language and appreciating each other's differences? It can be really tough if you don't have the right resources. 

A few years back, I posted a blog series dedicated to a disruptive team and how to use Everything DiSC Profiles to minimize the conflict, with specific blog posts designed for each of the DiSC styles. You can even use the script to act out the event during your next DiSC training program! It's a great icebreaker. 

Halloween is right around the corner, and there is absolutely nothing scarier than working with people you don't like (or even worse, managing people that don't like each other). Enjoy this blog post, and contact us if you need help getting your team members on the same page! 

Jonelle

SCENE
It's a busy Wednesday afternoon at ABC Technology, Inc. a mid-sized software and IT company based in Philadelphia, PA. STEVE, a quiet, yet successful Sales Manager, is walking down a long hallway to the coffee station when he overhears a shouting match going on between two of his employees. He finds them and the rest of his sales team in a nearby conference room.

STEVE

(Entering the conference room)

Woah! What’s going on here? What are you guys fighting about? I could hear you from down the hall.

JEFFREY

(Walking over to STEVE)

We were originally discussing an idea that Marsha had come up with, but she became irrational when we pointed out the flaws in her plan.

MARSHA

(Quickly standing up and pointing at JEFFREY)

I did not get irrational! That’s just like you, Jeff. You cut me off when I’m speaking and don’t expect me to continue with my thought. I hadn't even gotten halfway through saying my idea before Pete started tearing it to shreds!

STEVE

(Turning to PETE, looking surprised)

Pete, is this true?

PETE

(Quiet, but stern)

Not entirely. You see, I was merely informing Marsha that her idea needs much more fine tuning before being presented to the rest of the group. For example, when she states…

MARSHA

(Becoming more frustrated)

See, Steve?! He’s doing it again. How am I supposed to be creative, when I've got these guys pointing out every imperfection?

STEVE

(Turning to MARSHA)

Now Marsha…

JEFFREY

(Yelling)

Relax, Marsha! You’re being overly emotional.

STEVE

(Turning to JEFFREY)

Now Jeff… wait a second…

MARSHA

(Eyes watering. Fighting back tears.)

I am NOT being overly emotional, Jeff!

(MARSHA begins to cry and darts out of the conference room.)

STEVE

(Looking confused, STEVE turns to APRIL who is sitting quietly at the conference room table.)

April, have you really been in here this whole time?

APRIL

Um… yeah. Should I… still be taking minutes?

Take a minute to think about what you just read. Do you side with anyone in particular? Where would you fit into this situation? Would you be battling it out like Jeff and Marsha, or would you watch the war unfold like Pete and April?

The point of the story is that, although dramatic, these situations can happen when varying personalities work closely together on a daily basis. Even the most effective groups will have the occasional conflicts and misunderstandings.

Whether you’re approaching an important deadline, undergoing organizational changes or bringing in a new employee, additional stress can mean more tension and more conflict. It’s working through those difficult times that really prove your group’s strength and your abilities as a manager.

Why does it matter?

Unnecessary disagreements can cause:

• Unhappy employees
• Unspoken resentment
• High turnover
• Lower productivity
• Smaller bottom line!

What can you do to reduce conflict?

Understanding your team members is the first step to reducing and resolving conflict within your group. The better you know your group, the more you’ll be able to anticipate and avoid blow-ups like this or hidden resentment from your team.

Once you understand your group, you will be able to:

• Create an environment that encourages your staff to respect each other.
• Get a good grasp of your team members’ priorities, interests and fears.
• Improve your ability to recognize conflict.
• Learn how to effectively resolve conflict.
• Offer tips and techniques to employees on working together.

If you’re not utilizing DiSC profiles within your organization, you are missing out on vital information that will help you better understand your team’s strengths and weaknesses. DiSC is a great way to find out more about your group in a fun, comfortable atmosphere. Your team will learn more about themselves and how they relate to each other, and you’ll learn how to effectively manage a team full of varying behavioral styles.

This blog series will introduce you to each of the D, i, S and C styles and how they influenced the characters’ behaviors in our story:

Meet Jeffrey: Conflict Resolution and the D Style 

Meet Marsha: Conflict Resolution and the i Style 

Meet April: Conflict Resolution and the S Style

Meet Pete: Conflict Resolution and the C Style 

Download a copy of the script, and use it as an icebreaker with your group! Start a discussion about conflict, personality differences and teamwork.

Remember: Working well with others is not about compromising who you are but rather accepting others and adapting yourself to those around you. Start using DiSC profiles to create a common language among your team and start working more effectively together. 

Meet Pete: Conflict Resolution and the C Style

Pete’s constructive criticism didn’t seem to go over too well with Marsha. In their recent confrontation, Marsha felt like she was being attacked by Pete.  When Marsha accused him of this, Pete rebutted, “I was merely informing Marsha that her idea needs much more fine tuning before being presented to the rest of the group.”

Pete didn’t raise his voice but still managed to upset her. Why?

The C Style: At a Glance

C Stands for Conscientiousness

Positives:

• Analytical
• Precise
• Reserved
• Systematic

Negatives:

• Overly critical
• Tendency to over-analyze
• Isolates self

Quote

Remember above all that mental stability comes by examining the contents of the mind, not by avoidance. – Vernon Howard

How does Pete handle conflict?

Although Pete becomes rigid and may lack tact like Jeffrey, he is less aggressive. The C profile feels very uncomfortable with emotions, so they tend to remove themselves when emotional colleagues are present. If they feel bombarded, they stick straight to the facts and can easily overwhelm others with data.

How does this affect other styles?

Pete’s critical nature may come off as severe or rigid to his co-workers. While his words may not be offensive, his tone can upset others. Since the C style may not appreciate others’ feelings, their co-workers may feel they are insensitive or cynical. The C style is also known for removing themselves during discussions, which can lead co-workers to believe that they are uninterested in engaging with them.

What can Pete do to improve?

Pete’s strong attention to detail and efficient way of doing this can certainly help any idea get off the ground, but to be more efficient, they need to be seen by others as a team player. The C style needs to look beyond data and appreciate others’ differences. They should acknowledge their co-workers’ feelings and try to cooperate with others on a regular basis. While data is very important, Pete should also pay attention to his co-workers’ needs and show flexibility.

About this Blog Series

It’s important to note that each individual style has its strengths and weaknesses.Working well with others is not about compromising who you are, but rather adapting yourself to others around you.

Being able to adapt to other styles will help you:

• Interact effectively with customers, co-workers and friends
• Build stronger, lasting relationships
• Meet and appreciate new people
• Gain new opportunities

DiSC for Workplace

This blog series was developed using the Everything DiSC Workplace, a customizable DiSC training program focused on team building and effective communication.

Everything DiSC Workplace shows participants:

• How DiSC behavioral styles affect employee communication and relationships
• Their behavioral strengths and weaknesses when interacting with others in the organization
• How to communicate effectively and appreciate others by adapting to their DiSC behavioral needs and preferences

Don’t worry. DiSC profiles are very easy to use and the Everything DiSC Workplace Facilitator Kit is just as simple! You do NOT need to be DiSC certified in order to conduct the training.

The facilitator kit provides you with everything you need to conduct a comprehensive training, right out the box. While you have the freedom to customize it, no additional work is necessary!

Connect with us!

Looking for more information? Contact us today! 1-888-658-6411 or email us at learn@corexcel.com.

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