Five behaviours for better team performance

Improve business performance disc personality test icon

Five behaviours: the model helps team members work together more effectively and become more cohesive.

A productive, high-performing team :

  1. Makes better decisions more quickly
  2. Taps into everyone’s skills and opinions
  3. Wastes less time on politics, confusion, conflict
  4. Creates a competitive advantage
  5. Avoids talking about the wrong issues over and over again 
         because of lack of buy-in
  6. Is preferable to be part of

Teamwork performance assessment and personalised tools

Five Behaviors ™ is a unique learning experience. It helps people discover what it takes to achieve the ultimate competitive advantage of teamwork. Author Patrick Lencioni and our leading workplace assessment tools come together in a revolutionary program proven to produce business results.

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ASSESSMENT

Research-validated behavioural assessment

Accurate and personalised results

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THE PROFILE

Customised content

Clear and accessible information

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THE WORKSHOP

Engages and empowers up to 30 participants (staff) or 12 participants (team)

Interactive, practical

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FOLLOW-UP TOOLS

Comparison report

Follow-up report

Changing a group of individuals into a high-performance team

Two versions of the programme are available: Personal – designed specifically for participants who do not need to be part of the same team. Team – this programme focuses on putting the Five Behaviours model into practice in an intact team environment.

PERSONAL

Individuals, not part of the same team

✓ Individuals understand each other roles in the team

✓ Create a culture of teamwork

✓ Designed for everyone

✓ Up to 30 participants

TEAM

Team, jointly responsible for results

✓ Overview of yourself, team personalities, teamwork

✓ Building cohesion

✓ Created for intact teams

✓ 5 to 12 participants

THE FIVE BEHAVIORS™ MODEL

Two versions of the programme are available: Personal – designed specifically for participants who do not need to be part of the same team. Team – this programme focuses on putting the Five Behaviours model into practice in an intact team environment.

 

 

BUILDING THE FOUNDATION FOR A COHESIVE TEAM

When team members are truly transparent and honest with each other, it forms a safe environment that
creates and reinforces trust based on vulnerability. Trust is at the heart of a functioning cohesive team
and can only occur when team members are willing to be vulnerable with each other.

A personality assessment can help people to understand their peers better. It also helps to develop empathy.
These two qualities enable a team to build trust.

 

 

ENGAGING IN HEALTHY CONFLICT

With confidence, team members can engage in unfiltered and constructive debate of ideas.

Conflict is naturally uncomfortable, but productive conflict focuses on concepts and
ideas and is essential to the growth of any great team.

When teams have a foundation of trust based on vulnerability,
conflict simply becomes an attempt to quickly find the best possible solution.

 

 

BUYING INTO DECISIONS

Team commitment is about clarity of decisions, not consensus.

With commitment, teams move forward with full buy-in from every team member, including those who may initially disagree.

When team members are able to express their opinions and debate ideas, they feel heard and respected 
and will be more willing to commit to decisions.

 

 

 

 

HOLD TEAM MEMBERS ACCOUNTABLE

Once everyone is committed to a clear plan of action, they will be more willing to hold each other accountable.

It’s easy to avoid difficult conversations, but calling out peers on performance or behaviour
that could harm the team is essential to productivity.

By entering the danger zone with each other,
team members feel trusted, respected and accountable for doing things right.

 

 

 

FOCUS ON COLLECTIVE RESULTS

The ultimate goal is results, unlocked by implementing the model’s principles of trust, conflict, commitment and accountability. One of the biggest challenges to team success is inattention to results.

Great teams ensure that all members, regardless of their individual responsibilities and areas of expertise, do their best to help achieve the team’s goals.

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BUILDING THE FOUNDATION FOR A COHESIVE TEAM

When team members are truly transparent and honest with each other, it forms a safe environment that creates and reinforces trust based on vulnerability. Trust is at the heart of a functioning cohesive team and can only occur when team members are willing to be vulnerable with each other.

A personality assessment can help people to understand their peers better. It also helps to develop empathy. These two qualities enable a team to build trust.

blank

ENGAGING IN HEALTHY CONFLICT

With confidence, team members can engage in unfiltered and constructive debate of ideas.

Conflict is naturally uncomfortable, but productive conflict focuses on concepts and ideas and is essential to the growth of any great team.

When teams have a foundation of trust based on vulnerability,
conflict simply becomes an attempt to quickly find the best possible solution.

 

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BUYING INTO DECISIONS

Team commitment is about clarity of decisions, not consensus.

With commitment, teams move forward with full buy-in from every team member, including those who may initially disagree.

When team members are able to express their opinions and debate ideas, they feel heard and respected and will be more willing to commit to decisions.

blank

HOLD TEAM MEMBERS ACCOUNTABLE

Once everyone is committed to a clear plan of action, they will be more willing to hold each other accountable.

It’s easy to avoid difficult conversations, but calling out peers on performance or behaviour
that could harm the team is essential to productivity.

By entering the danger zone with each other, team members feel trusted, respected and accountable for doing things right.

blank

FOCUS ON COLLECTIVE RESULTS

The ultimate goal is results, unlocked by implementing the model’s principles of trust, conflict, commitment and accountability. One of the biggest challenges to team success is inattention to results.

Great teams ensure that all members, regardless of their individual responsibilities and areas of expertise, do their best to help achieve the team’s goals.

 

A COHESIVE TEAM WORKS BETTER TOGETHER

Microsoft: Team Building and Group Dynamics

Forty exceptional employees, six short months, and the responsibility to a renowned Fortune 100 company: that’s what Darci Kleindl received when she accepted a position as General Manager of Sales Excellence and Sales Enablement for Microsoft Business Solutions (MBS) Group.

Find out how she planned to implement a comprehensive leadership and team development program that would transform her work culture and provide a foundational structure for her team.

COMMENT POUVONS-NOUS VOUS AIDER ?

COMMENT POUVONS-NOUS VOUS AIDER ?

FREQUENTLY ASKED QUESTIONS

DiSC tools: for better management

Do you want to build good business relationships? Do you want to communicate better and understand your prospects’ behaviour better in order to sell better? The DISC method is the solution to all these problems. This more effective communication tool brings fluidity to communication and interpersonal relations. Find out in this article what the DISC model is? What are the DISC profile typologies? And why use the DISC tool in management? 

What is the DiSC model?
  • Dominance (green or red) ;
    Influence (red or yellow) ;
    Stability (blue or green);
    Compliance (yellow or blue).

    To determine the main behaviour of an individual, Marston used two axes. The first expresses his or her view of the situation in an environment (favourable or hostile), while the second expresses his or her propensity to act in that environment (accepting or acting). This self-knowledge helps you to communicate well and to understand your weaknesses.

    The DISC model also facilitates the identification of the psychological dominance of individuals in a work environment. As a manager using the DISC tool, you will be able to manage appropriately if you are able to perceive the dominant trait of each of your employees.

Quelles sont les typologies de profils DiSC ?

Issu de l’axe vertical et horizontal, William Marston a déterminé quatre catégories de réactions comportementales avec l’outil DISC. Il a attribué quatre couleurs aux quatre typologies afin de faciliter l’utilisation et la compréhension.

Le profil Disc dominant

Fonceur, puissant, déterminé, tenace, affirmé et souvent visionnaire, le profil dominant recèle d’un potentiel extraordinaire. Ce profil à tendance extravertie ne cherche pas à tourner autour du pot. Il est direct dans son mode de communication (verbale, gestuelle ou non verbale) et n’hésite pas à prendre la parole.

Elle peut paraître autoritaire et agressive avec son entourage, un potentiel danger pour la cohésion d’équipe. Par contre, cette personne a un esprit de compétition, ce qui lui permet de se concentrer sur ses objectifs. Elle s’appuie sur les faits pour agir et avancer. Les chefs d’entreprise et les grands intellectuels partagent ce type de personnalité.

Le profil Disc Influent

La personne ayant le profil Disc influent est de nature sociale, amicale, optimiste, très démonstrative et enthousiaste. Celle-ci entretient un très bon relationnel, ce qui lui permet d’être une personnalité appréciée au sein de l’équipe. Grâce à sa personnalité, elle aime les collaborations et fonctionne selon un mode démocratique.

Néanmoins, cette personne est parfois superficielle dans sa façon de trouver des problématiques et de gérer les dossiers. Son objectif est de susciter l’enthousiasme, de chercher à convaincre, de rechercher la reconnaissance et la collaboration.

Le profil Disc Stable

La personne ayant le profil Disc Stable est de nature calme, patiente, méthodique, loyale, sérieuse, fiable et humble. Ce profil de personnalité, à tendance introvertie et souple, est plutôt résistant au changement. Il est capable d’écouter son interlocuteur et ne s’impose jamais. Il sollicite le travail d’équipe. Son objectif est ainsi de prioriser le soutien et la collaboratio  et de rechercher l’équilibre.

Le profil Disc Consciencieux

La personne ayant le profil Disc Consciencieux est de nature discrète, précise, factuelle, autonome, méthodique, organisée, structurée et analytique.

Souvent perçu comme froid et autoritaire, ce genre de profil est à l’aise dans les métiers comptables ou administratifs. Sachez que la personne à tendance introvertie, rigide, et centrée sur les tâches aime l’ordre et suivre les règles. Son objectif est de prioriser la précision, l’équilibre (suivi et modération) et les défis.

Why use the DISC model in management?
  • Knowing others better to communicate effectively;

  • Understand others and adapt to their personality;

  • Adopt empathetic listening and manage difficult situations;

  • Encouraging communication;

  • Selling and managing in colour;

  • Improve interpersonal skills to build positive relationships;

  • Building team spirit

    In the recruitment process, DISC allows the recruiter to better know himself and understand the candidate’s own behaviour in case of stress for example. Thus, this communication key also helps you to identify the candidate’s motivations, weaknesses, strengths, interpersonal skills and abilities.

    In the communication management process, it allows you to adapt your communication to better understand each other and to better cooperate thanks to the empathy it generates. Finally, the DISC tool allows you to adapt to your interlocutors and to anticipate their decision-making process, in the commercial approach.