The Five Behaviors of a Cohesive Team is a new facilitation program that helps professionals and their organizations learn how to work better and more effectively on teams, leading to a noticeable improvement in morale, productivity and results. The model is based on The Five Dysfunctions of a Team, Patrick Lencioni’s best-selling book that outlines the five behaviors that are essential to a healthy, well-functioning team: building trust, mastering conflict, achieving commitment, embracing accountability, and focusing on results.
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Who is the program designed for?
The Five Behaviors of a Cohesive Team assessment and accompanying material is designed for an intact team. Before choosing this program, 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 share 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.
“Using The Five Behaviors of a Cohesive Team increased the performance of our leadership team after only a few hours. The custom discussion points and action plans are a perfect tool for us to continue our development well after the first session.”
-Sam Falletta, President/CEO, Incept
TEAMWORK — THE SINGLE MOST UNTAPPED COMPETITIVE ADVANTAGE.
The Five Behaviors of a Cohesive Team™ 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:
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.
DiSC is not a test, it’s a personality assessment.
This research-validated model helps you understand yourself and others, saving you time, energy, and money. Better employee communication means efficiency on both individual and company levels. DiSC is a very simple—and memorable—model made up of four basic styles: D, i, S, and C. Everyone is a blend of all four DiSC styles—usually one, two, or even three styles stand out. Unlike simple personality tests, there is no perfect DiSC style. Since each person has a unique behavioral profile, people are walking around all over the world with different styles and priorities. We believe that these differences are extremely valuable. Once you assess these differences and harness the value, you’ll have better workplace communication AND healthier organizations. (Who doesn’t want that?!)