The Personal Development Profile

START HERE

Teamwork skills can be learned

The Five Behaviors® Personal Development is the result of a partnership between Wiley and best-selling author Patrick Lencioni. The program teaches individuals to become better teammates, using the model from Lencioni's book The Five Dysfunctions of a Team. Each participant completes a short online assessment and receives a 23-page profile on how that participant personally builds or blocks teamwork.

The profile is about the person, not one team. Participants do not need to work together, so the profile fits mixed groups, new managers, new hires and anyone who is not part of an intact, ongoing team.

The model, and what the profile covers at each level

The Five Behaviors® model

Each behavior is the foundation for the next one, and the profile gives each behavior its own chapter. Choose a level, or build the model from the base up.

TrustConflictCommitmentAccountabilityResults

Lay the foundation: Trust →

The Five Behaviors® model. Graphics: Wiley.

WATCH

See The Five Behaviors® model explained

WHY ORGANIZATIONS CHOOSE IT

Better teammates make every team better

Teams form, change and dissolve all the time: projects, squads, committees, reorganizations. When the teamwork investment sits with one team, the investment leaves when that team does. The Personal Development profile puts the investment in the person, so the skills travel to every team the person joins.

WHO IT IS FOR

Built for the teammate, not one team

Imagine the people you want to develop. If they do not all sit on one intact team, Personal Development is the right starting point.

People who move between teams

Imagine you run a product group where engineers join a project squad for three months, then move to the next one. The profile builds the teammate, not the squad, so the skills travel to the next team.

Mixed groups and new-manager cohorts

Imagine a program for 20 new managers from sales, operations and R&D. The managers have never worked together, so a team assessment would have nothing to measure. Each profile stays focused on the individual manager.

Large, cross-functional and matrixed organizations

Imagine an engineer who reports to one manager, works daily with a product team, and sits on two working groups. The profile follows the person, not the org chart.

Emerging leaders and new hires

Imagine a new hire who is excellent at the work but goes quiet in meetings and avoids disagreement. The profile names the habit and gives concrete steps to try in the next meeting.

A whole department

Imagine a department of 25 people spread across several small teams. Everyone takes the profile, and every team in the department starts using the same five words.

A first step before Team Development

Imagine your leadership teams will run Team Development next year. Starting individuals on Personal Development now means the teams arrive already speaking the language.

WHAT IS INSIDE

A guided tour of the 23-page profile

23 pages

The profile reads like a short coaching session on paper. The profile explains each concept with the participant's own answers, and every chapter ends with space for the participant to write how the participant will apply it at work.

1. 1
   It all starts with youA portrait of how the participant tends to work with others: for example, outgoing and energized by people, or reserved and steady under pressure. A one-page summary previews likely strengths and stretch areas on each behavior.
2. 2
   One chapter per behaviorWhat the behavior looks like on a real team, how the participant tends to approach it, and habits to practice.
3. 3
   How the behaviors connectShort bridge sections show why each behavior depends on the one below it, with reflection prompts on the participant's own impact.
4. 4
   Motivators and stressorsWhat energizes the participant, such as collaboration, recognition or new projects, and how to point it toward the team's goals.
5. 5
   Summary and action planStrengths and challenges on all five behaviors, and a plan for tomorrow, two weeks and one month.

TRY IT

Where do you think you sit?

In the Conflict and Accountability chapters, the profile places each participant on scales that make everyday habits visible. Slide each dot to where you think you naturally sit. There is no right answer: every position has a strength, and every position has a cost to the team.

A starting guess only. The assessment places each participant from the participant's own answers. Imagine a participant lands near "Keeps the peace." The profile does not treat the result as a flaw. The profile explains the strength behind the habit (protecting relationships), the cost to the team (problems that go unaddressed until they grow), and ways to raise an issue early without damaging the relationship.

THE ACTION PLAN

From insight to habit in 30 days

Reading about a habit does not change the habit. That is why the profile ends with a plan in three horizons. The participant chooses the habits and writes the steps in the participant's own words.

THE BOOK AND THE MODEL

Built on The Five Dysfunctions of a Team

Patrick Lencioni introduced the model in his best-selling book The Five Dysfunctions of a Team. Wiley then adapted Lencioni's model into a research-validated assessment and a personalized profile for each participant.

The model is simple and sound: Trust, Conflict, Commitment, Accountability and Results. A participant does not need a background in psychology to understand it, and can start using it in the next meeting.

IS THIS THE RIGHT PROFILE?

Personal Development, Team Development or Work of Leaders®

23 pages

Choose Personal Development if…

• The participants do not all work on the same team.
• You want to introduce the model to a broad audience.
• The focus is each person's own growth as a teammate.

36 pages

Choose Team Development if…

• The participants are one intact, ongoing team that has been working together for a while (six weeks or more is recommended before starting the program).
• The team wants to examine its own collective behavior.

The Five Behaviors® Team Development →

Consider Work of Leaders® if…

• The person's job is leading: setting the vision, building alignment and driving execution.
• The leader may lead a team formed for a specific purpose that will not stay together long.

Everything DiSC Work of Leaders® →

Using both. Many organizations start with Personal Development to introduce the model to individuals, and follow with Team Development for intact teams.

GOOD TO KNOW

What the profile is not

HOW IT WORKS

From order to action plan in four steps

MAKE THE PROFILE STICK

Turn awareness into practice

Not sure which profile fits?

Book a 20-minute intro call with Frank November. Bring your group and your goals, and leave knowing which option fits.

Book a 20-minute intro call

SUPPORT AND REFUNDS

Support when you need it