START HERE
PERSONAL DEVELOPMENT
The Five Behaviors® Personal Development Assessment & Profile
For individuals, not intact teams. A 23-page profile that shows each person how they show up as a teammate, with a 30-day action plan.
$150 per learner
THE FIVE BEHAVIORS® TEAM DEVELOPMENT
The Team Development Profile
For one intact,
ongoing team
ongoing team
36-page profile for
every team member
every team member
Team scores on all
five behaviors
five behaviors
About 30 minutes
online, per member
online, per member
$210per team member · 35 credits · volume rates from 8
START HERE
One team, one honest picture of how it works together
The Five Behaviors® Team Development combines Patrick Lencioni's model from The Five Dysfunctions of a Team with Everything DiSC®. Every member of one intact team completes the assessment, and the team receives its own scores on Trust, Conflict, Commitment, Accountability and Results, built from how the whole team answered.
Each member gets a 36-page profile. The team results are the same for everyone, and the Everything DiSC® pages are personal, so each member also sees how the member's own style helps or gets in the way on each behavior.
The model, and what the team sees at each level
The Five Behaviors® model
Each behavior is the foundation for the next one, and the report gives each behavior its own chapter of team results. Choose a level, or build the model from the base up.
The Five Behaviors® model. Graphics: Wiley.
WATCH
See The Five Behaviors® model explained
An overview of The Five Behaviors® model: trust, conflict, commitment, accountability, and results, and how teams work through them together.
WHY TEAMS CHOOSE IT
Stop guessing about the team. Measure it.
Most teams know something is off: decisions that get reopened, meetings where nobody disagrees, deadlines missed without a word. Team Development turns those hunches into numbers the whole team can see, and gives the team one model and one plan for fixing them.
1
Everyone's voice counts
Every member answers the same statements, so quieter members carry the same weight as the loudest voice in the room.
2
Team scores, not opinions
The team sees where it is strong and where it is stuck, behavior by behavior and statement by statement.
3
Personal and collective
Everything DiSC® pages show each member how the member's own style shapes trust and conflict on this team.
4
Progress you can measure
After at least six weeks of work, the team can retake the assessment and see what has changed.
“98% of managers, directors, and executives believe skill development is absolutely worth their team's time.”
State of Teams Whitepaper, Wiley Workplace Learning Solutions, March 2024WHO IT IS FOR
Intact, ongoing teams that have been working together for a while
Team Development measures one real team, so every participant must belong to the same team, and the team should have been working together for a while: six weeks or more is recommended before starting the program.
Leadership and executive teamsImagine a leadership team that agrees in the meeting and then runs its own agenda afterward. The scores make the gap visible, and the team decides together what to change.
Founding teams and startupsImagine a founding team that has grown from four people to ten. The habits that worked around one table now cause friction, and the report shows where.
Project and product teamsImagine a product team that has shipped together for a year but keeps missing dates. The team sees whether the problem is clarity, buy-in or accountability.
Teams after a merger or reorganizationImagine two groups combined into one team three months ago. The report gives the new team a shared starting point instead of two old cultures.
Remote and hybrid teamsImagine a team spread across three time zones that rarely disagrees on calls. The Conflict results show whether the calm is real or just quiet.
Boards and nonprofit leadershipImagine a board and executive director who meet monthly and avoid hard topics. The statements give the group a safe way to name what goes unsaid.
TRY IT
Rate your team on five real statements
The assessment asks every team member how often the team shows 20 behaviors, four for each level of the model. Here is one statement from each level. Rate your own team and see where it might land.
TRUSTTeam members acknowledge their weaknesses to one another.
CONFLICTTeam members voice their opinions even at the risk of causing disagreement.
COMMITMENTTeam members leave meetings confident that everyone is committed to the decisions that were agreed upon.
ACCOUNTABILITYTeam members offer unprovoked, constructive feedback to one another.
RESULTSTeam members value collective success more than individual achievement.
Rate all five statements to see your quick read.
A quick read only. The real report averages every team member's answers on all 20 statements, on a scale of 1 to 5, and uses Wiley's bands: low (1 to 3.24), medium (3.25 to 3.75) and high (3.76 to 5). One person's view of one statement per level is a conversation starter, not a score.
WHAT IS INSIDE
A guided tour of the 36-page team profile
36 pagesEvery team member receives the profile. The team results are shared; the Everything DiSC® pages are personal to each member.
- 1The team's scoresAn overall score for each of the five behaviors, built from every member's answers.
- 2Statement by statementFor every statement, how many members answered almost never, rarely, sometimes, usually or almost always, with a short explanation written for this team's result.
- 3Everything DiSC® on the teamEach member's own DiSC® style and how it affects trust, plus a team map showing where every member sits.
- 4The conflict mapHealthy and unhealthy conflict behaviors for each style, for the team to discuss what is acceptable on this team.
- 5What the team says it needsThe areas members chose as most needed for trust, the reasons commitment breaks down, accountability needs and the distractions from results.
- 6Taking action, strengths and challengesA "taking action" page for each behavior, then the team's three highest-scoring and three lowest-scoring statements.
FOR THE FACILITATOR
The Annotated Team Report
40 pagesOnce the whole team has completed the assessment, the Annotated Team Report is ready: the same report the team members receive, with notes on every page to guide the session.
Included with Team Development from Symphony 100. The team reports come with the Team Development profiles you buy from Symphony 100. With your own administrator account, you generate them directly; without one, ask Symphony 100 and we send them to you.
- Page-by-page pointers on interpreting the scores and what to emphasize
- Answers to questions team members commonly ask
- When to introduce the materials and videos from the facilitation kit
- Appendices the team does not see: all 20 statements ranked by team average, and the team's percentile on each behavior compared with other teams
OVER TIME
Built for a program, not a single event
Team Development works best over an extended period: the team works on one behavior at a time and practices between sessions.
STEP 1
Baseline
Every member completes the assessment, and the team receives its scores and profiles.
STEP 2
Work through the model
The team works through the five behaviors from Trust up, agreeing on actions for each one.
STEP 3
Measure progress
At least six weeks after the original assessment, the team can take the Progress Report and see how its behaviors have changed. Included with Team Development from Symphony 100.
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 adapted the model into a research-validated assessment, combined with Everything DiSC® for Team Development.
The model is simple and sound: Trust, Conflict, Commitment, Accountability and Results. A team does not need a background in psychology to understand it, and can start using it in the next meeting.
IS THIS THE RIGHT PROFILE?
Team Development, Personal Development or Work of Leaders®
36 pagesChoose 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 team can commit to a program over an extended period.
23 pagesChoose Personal Development if…
- The participants do not all work on the same team.
- The team is new, or members change often.
- The focus is each person's own growth as a teammate.
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.
HOW IT WORKS
From order to team results in four steps
1
Order one profile per team member
Priced per team member. From 8 team members, a lower volume rate applies to every member in the order. If you administer the program from your own account, each profile uses 35 credits. See volume rates →
2
Every team member takes the assessment
Each member receives an access code and completes the assessment online in about 30 minutes, with a secure account the member can return to.
3
The whole team finishes, then the results
Team results depend on every member's answers, so the team report comes together once the entire team has completed the assessment. The Annotated Team Report is then generated from your administrator account, or by Symphony 100 if you do not have one.
4
Work through it together
The team discusses its results with a facilitator and agrees on actions, one behavior at a time. This is the step where the team changes.
MAKE THE RESULTS STICK
Turn team scores into team change
Team Development Workshop Package & Program
Seven 90-minute online sessions over 8 to 12 weeks, ending in a team-wide action plan. Profiles included.
Insight Sessions
Interpretation of the team report for the team leader or the whole team, with an action plan.
Facilitation Kit and Certification
For an internal facilitator who will run The Five Behaviors® program in-house.
Not sure your team is ready?
Book a 20-minute intro call with Frank November. Bring your team and your goals, and leave knowing whether Team Development or Personal Development fits.
Book a 20-minute intro callSUPPORT AND REFUNDS
Support when you need it
Technical and program support
Technical support comes from Wiley's dedicated team, available 24 hours a day, every day, by chat, phone and email. Symphony 100 provides the non-technical guidance: report debriefs, interpretation and program questions.
Refunds
Assessments and profiles are digital products: access codes go live at checkout and are not refundable once access is issued. The Symphony 100 Guarantee →
The Five Behaviors® Team Development Assessment & Profile
$210 per team member · volume rates from 8
More in Assessments & Profiles
← Assessments & ProfilesSTART HERE