The Five Behaviors® Team Development Assessment & Profile

The Five Behaviors® Team Development Assessment and Profile

Build Cohesion. Drive Innovation. Achieve Results

The Five Behaviors® Team Development Assessment offers a unique combination of the proven Lencioni model and cutting-edge DiSC® analysis, tailored specifically for fast-paced, innovative environments. This tool provides not just insights but actionable strategies that enhance team productivity, foster innovation, and streamline conflict management, making it indispensable for startups and high-tech companies aiming for rapid scale and efficiency.

Unlock Your Team's True Potential—Contact Us to Transform Your Team Dynamics Today!

Elevate Team Performance with Proven Behavioral Insights

In today’s competitive market, team synergy can propel a company to new heights or hold it back from achieving its goals. The Five Behaviors® Team Development Assessment & Profile bridges the gap between potential and performance.

• Based on the acclaimed principles laid out in Patrick Lencioni’s "The Five Dysfunctions of a Team," this assessment provides a comprehensive, step-by-step approach to building a resilient and high-performing team.
• It starts with an in-depth analysis of team members’ personalities and dynamics using the Everything DiSC® tool, followed by targeted strategies to enhance trust, master conflict, commit to shared goals, hold one another accountable, and focus collectively on results.
• This program transforms potential into excellence and is designed specifically with fast-moving and innovative organizations in mind, such as startups, high-tech companies, and research centers.

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The Five Behaviors® Team Development Overview

• "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 2024

The Five Behaviors® Team Development Features and Benefits

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• "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 2024

Cohort Groups and Recommended Numbers of Participants

• Symphony 100's standard workshops are designed for groups of up to 10 participants, with the flexibility to extend to 12 members to maximize engagement and learning effectiveness. For groups larger than 12, we form multiple cohorts to ensure no group surpasses 12 members, preserving the quality of interaction and impact.
• Our signature series of custom workshops can accommodate different group sizes. Still, we typically recommend maintaining cohorts between 5 and 12 members, whether in-person or online, to ensure a seamless and engaging learning experience.
• It’s not just about getting through the content; it’s about ensuring the content is learned, immediately applied, and adjusted over time, making the best of the investment.
• Please note that workshops are not included with purchasing an assessment and profile. We are happy to provide your team with our standard or signature workshops or one-on-one sessions via our coaching programs.

Ideal For

• Particularly beneficial for fast-growing companies needing to solidify their team foundations quickly to handle rapid scaling challenges effectively.
• Ideal for environments where innovation and agility are critical, helping teams in tech to navigate fast-paced changes and complex project demands efficiently.
• Supports decision-making processes within teams managing high stakes, ensuring alignment and compliance with both short and long-term financial strategies.
• Enhances collaboration among researchers and academics who must combine diverse expertise to tackle complex, multi-disciplinary projects.

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The program uniquely integrates personal behavioral understanding with team dynamics theory, powered by the Everything DiSC® model, to create a transformative experience that is not just about learning but about achieving real behavioral change within teams.

• "The shift to remote work has underscored the importance of maintaining strong team connections across distances. We are committed to ensuring our teams are equipped to thrive in a dispersed work environmen*t.”
• Frank November, CEO - Symphony 100

The Learning Experience

The accompanying training dynamic training program integrates The Five Behaviors® framework with a robust assessment process. Participants engage in interactive sessions that include case studies, group discussions, and role-playing exercises. This immersive approach helps team members internalize and apply the behaviors to their daily interactions and challenges, ensuring a practical understanding that translates into real-world effectiveness.

The Five Behaviors® Team Development Workshop Modules

The program’s learning modules are structured to build upon each other sequentially, emphasizing the development of each of the Five Behaviors:

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Content-Length Without Customization

The program is designed to be flexible, typically ranging from a comprehensive one-day intensive workshop to a three-day retreat, depending on the team's availability and depth of training required. Given the nature of the training, it is best that it is conducted over a period of time to allow learning to be applied.

"Insecurity is the human condition, so much so that if you don’t have any insecurities rumbling around in your head, you probably have a different, much more serious condition."

• Invisible Drain on Your Company’s Culture, Wiley, 2023

CONS/Risks

Higher Costs

Hiring external facilitators can be more expensive than internal facilitators, mainly if travel or premium rates apply. Regular external training sessions significantly increase training budgets.

Less Organizational Familiarity

External facilitators may require more time to understand the organization's culture and dynamics, which could impact the effectiveness and relevance of training.

Possible Disconnect

There is a risk that external facilitators might not fully align with the company's values or the specific nuances of its internal processes, potentially leading to recommendations that are not feasible or well-suited to the organization's actual operating environment.

Dependency

Relying on external facilitators might create a dependency, where the organization feels unable to handle training and development internally, which might affect long-term capacity building.

Internal Facilitators

Using Internal Facilitators

PROS/Benefits vs. CONS/Risksand Best Practices

PROS/Benefits

In-depth Organizational Knowledge

Internal facilitators deeply understand the company's culture, processes, and history. This enables them to tailor training sessions that are directly relevant and resonate more with employees.

Cost-Effectiveness

Using an internal facilitator can be more budget-friendly over the long term, especially if frequent training sessions are needed. There are no additional costs, such as hiring fees or travel expenses.

Long-Term Engagement

Internal facilitators can continuously reinforce learning principles and track development progress over time, facilitating sustained learning and integration of new skills.

Building Internal Capabilities

Developing facilitation skills within the organization can help build a pool of competent facilitators who can address various training needs as they arise, enhancing organizational capacity.

Best Practices

Continuous Professional Development

Provide ongoing training and development opportunities for internal facilitators to ensure they are exposed to new ideas and methodologies.

Rotation and Fresh Perspectives

Rotate internal facilitators periodically or bring in guest trainers to keep the training content fresh and engaging.

Clear Boundaries

Establish clear boundaries to minimize biases and ensure that facilitators can maintain objectivity.

Feedback Mechanisms

Implement robust feedback mechanisms to continually improve the training sessions based on participant insights and experiences.

Balancing Responsibilities

Ensure internal facilitators have sufficient time and resources to dedicate to training without compromising their other responsibilities.

CONS/Risks

Coordination Challenges

Strong coordination and communication are required to ensure consistency in training objectives, methodologies, and outcomes. Misalignments can lead to mixed messages and diminished training effectiveness.

Potential Conflict

Differences in training styles, methodologies, or personality types between internal and external facilitators might lead to conflicts, affecting the training environment and outcomes.

Increased Costs

While more resource-efficient in some respects, a hybrid approach can increase costs compared to using only internal facilitators. Budgets must account for external facilitator fees, including travel and accommodation expenses.

Dependency Risks

Dependence on external facilitators for certain types of training might inhibit the long-term development of internal capabilities in those areas.

Confidentiality and Security

Introducing external facilitators into sensitive internal training sessions can raise confidentiality and data security issues. Strong agreements and trust are crucial to mitigate these risks.

*Note on the Hybrid Approach

Implementing a hybrid approach to facilitation can significantly enhance the effectiveness of Everything DiSC training programs by leveraging the unique strengths of both internal and external resources.

Facilitators play a vital role in shaping leadership effectiveness and organizational culture by developing communication, problem-solving, and conflict-resolution skills. Continuous professional development is crucial for staying updated on facilitation trends and best practices.

Anticipating challenges, fostering open communication, and seeking advice from experienced facilitators like Symphony 100 can enhance facilitation processes and decision-making, leading to organizational success.

Key Attributes for Effective Facilitation

Strategic Thinking

A deep understanding of business strategy development and implementation is essential for guiding leaders in crafting strategic visions.

Visionary Leadership

Visionary leadership requires guiding leaders in articulating a clear vision and rallying the organization around it.

Change Management

Skills in leading organizational change and ensuring effective execution are vital for helping leaders navigate through transformations.

Critical Skills for Successful Facilitators

Facilitators are crucial in driving organizational change, enhancing team dynamics, and fostering continuous learning within Everything DiSC®. Here are the essential attributes of proficient facilitators:

Strong Communication Skills

Effective facilitators excel in verbal and written communication, articulating ideas clearly, listening actively, and adjusting messaging to suit diverse audiences.

Deep Knowledge of Learning Principles

Familiarity with educational theories, adult learning techniques, instructional design, and the ability to adapt teaching methods to different learning styles, especially within leadership contexts.

Expertise in Group Dynamics

Skillful in managing group dynamics, identifying undercurrents, steering discussions constructively, resolving conflicts, and fostering an inclusive environment during leadership training sessions.

Problem-Solving Skills

Strategic thinkers with strong analytical abilities, capable of diagnosing team issues and offering practical solutions, acting as mediators and negotiators.

Organizational Savvy

An understanding of internal politics and culture, aligning facilitation strategies with organizational goals, and enhancing credibility and influence in leadership contexts.

Project Management Capabilities

Oversees leadership training programs or change initiatives, ensures timely completion, stays within budget, and achieves intended outcomes.

Continuous Learning and Adaptability

Lifelong learners who update skills and knowledge, adapt to changing needs and integrate new tools and technologies into facilitation practices.

Competencies, Skills, and Knowledge Areas for Interpreting Profiles & Reports

These skills and knowledge areas ensure that a facilitator or practitioner can effectively understand and leverage the Everything DiSC® supplement report to enhance individual and organizational performance.

Basic Understanding of DiSC® Theory

Knowledge of the DiSC® model, including the four primary behavior types, Dominance, Influence, Steadiness, and Conscientiousness, and how they influence communication and behavior in the workplace.

Facilitation Skills

Ability to effectively lead discussions and workshops, ask probing questions, and facilitate group interactions to maximize learning and engagement.

Interpretative Skills

Competence in analyzing DiSC® assessment results and translating them into meaningful, actionable insights for participants.

Communication Skills

Strong verbal and written communication skills to clearly and effectively convey the nuances of DiSC® profiles and their practical implications.

Application Knowledge

An understanding of how to apply DiSC® principles in various contexts, such as leadership development, team building, conflict resolution, and personal growth.

Adaptability and Sensitivity

Ability to adapt facilitation techniques to suit diverse groups and organizational cultures while being sensitive to participants' differences and needs.

Analytical Thinking

Skill in using logical reasoning to identify patterns and draw conclusions from DiSC® data and other behavioral indicators.

Continuous Learning

Commitment to ongoing education and professional development in DiSC® methodologies, new research in psychology, and evolving best practices in training and development.

Relevant Educational Background

Certifications and Professional Development

Pursuing relevant certifications and professional development opportunities enhances skills, validates expertise, and demonstrates commitment to the profession.

Degrees

Degrees in business, education, psychology, or related disciplines provide a strong foundation for facilitators.

Relevant Experience Examples

Corporate Training

Leading workshops and training sessions focused on leadership development.

Consulting

Providing strategic advice and facilitating organizational change for leadership teams.

Team Leadership

Managing teams or departments, focusing on leadership development and performance improvement.

Conflict Resolution

Mediating disputes and fostering collaborative environments in leadership settings.

Project Management

Overseeing leadership development projects from inception to completion, ensuring goals are met within constraints.

Public Speaking

Delivering presentations and speeches to diverse audiences, enhancing communication and engagement skills in leadership contexts.

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