Feeds:
Posts
Comments

The conflict we discussed in earlier post often comes up in discussion of options and the decision making process for teams.  Without airing their opinions in passionate and open debate, team members will not buy in and commit to decisions, though they may feign agreement.  Healthy conflict sets the stage for commitment because people will have had the opportunity to share ideas, thoughts, and be heard.

Lots of team-building programs emphasis consensus in decision making.  Consensus is good as it builds commitment, but it is not always possible and certainly not a fast process.  It’s important to understand that commitment does not equal consensus…people can disagree but, having had healthy conflict, will have had the opportunity to share their opinions.  Cohesive teams understand that they must be able to commit even when the outcome is uncertain and not everyone initially agrees. With this understanding, all team members are more willing to commit to the team’s decisions.

Working through commitment requires not only the ability to make wise and discerning results focused decisions. It requires setting up front, team norms or standards of behavior. These norms can be set around “how we communicate”, meeting management, protocol for reaching out to team members that report to another leader and more. They will allow us to set a foundation for “how we do things around here”, eliminating conflict and confusion later on.

Next, we will look at why accountability is a layer in The Five Behaviors of a Cohesive Team model.

 

5b_conflictOnce you have the foundation of vulnerability-based trust, you can start addressing the next behavior of cohesive teams, which is conflict.   Some people try to avoid conflict because it is emotional and at times physically gut-wrenching.  Whenever you bring people together, with different personalities, different ages, genders, etc. – these is going to be conflict!

 

Below is what one team leader had to say about using this program with her team:

“I have experienced the power of this program first hand.  It opened our team up for tough discussions, items we might have swept under the rug. It’s a process, but it is worth it.”

– Stacy Winsett, MS, SPHR, GPHR, SHRM-SCP, Senior HR Executive with a Fortune 500 Company

 

Conflict on teams does not have to be all negative.  Cohesive Teams engage in healthy conflict around ideas.  With healthy conflict, team members have the freedom to disagree with each other in unfiltered, passionate, and constructive debate about ideas instead of veiled discussions and guarded threats.

 

Below is what another team leader had to say about using this program with his team:

 “The 5 Behaviors program was a real eye-opener for our team.  We have a much better understanding of each other’s strengths and challenges, and we’re better equipped to work together with trust, transparency and radical candor to achieve a common goal.”

– Stuart McMahan, Vice President of  Provider Solutions Software Division with a Fortune 500 Company

 

Next, we will look at why commitment, is a layer in The Five Behaviors of a Cohesive Team model.

5b_trustThe Five Behaviors of a Cohesive Team model  begins with a foundation of Trust. It’s easy to say “I trust you,” but Pat Lencioni (author of The Five Dysfunctions of a Team) believes that in order to build a foundation of trust, we have to be transparent and honest with one another. This requires team members:  to be vulnerable with one another, admit mistakes, and ask for help when needed.

In building trust, teams create a safe place to talk about some very important interpersonal differences. Through the process of building trust, teams move from judging to valuing.  The natural instinct we have to people with differences is to judge them.  The trust layer starts with understanding why other people are the way they are. This is followed by learning to:  respect those differences, appreciate them, and then valuing the differences (including diversity of backgrounds and skills).

Members of great teams trust one another on a fundamental, emotional level. They are comfortable being vulnerable with each other about their weaknesses, mistakes, fears and behaviors.  True trust causes real change on a team. True trust means people giving each other the benefit of the doubt, it means team members can admit mistakes, forgive, and take chances. This type of trust is essential if you want a team that gets results!

Next, we will look at why conflict is a layer in The Five Behaviors of a Cohesive Team model.

5b_teamOne of the programs we offer is The Five Behaviors of a Cohesive Team.  When I tell people about it, they sometimes ask “What is a Cohesive Team, anyway?”  You would think the answer would be simple since we all know what teamwork is and most professionals know the value of teamwork.   Or do we?

How do you get your team members to respect each one another?

How do you get your team members working together better?

How do you get your team members all heading in the same direction?

 

You can do this with The Five Behaviors of a Cohesive Team program.  This program is built on a foundation of trust, healthy conflict, committing to team decisions, holding members accountable, and focusing on team results.  In my next five posts, I plan to expand a little on each of these five layers in The Five Behaviors of a Cohesive Team model.  The model is presented in a pyramid because each layer is dependent on the one below it to deliver the final point of building teams, which is a result. At the end of the program, teams have a common language and a model they can use to talk about:  problems, differences, expectations, and standards.  In other words, the team members are all on the same page about what a healthy team looks like and what they should want to look like.

 

If you cannot wait to learn more about how the program works, you can read any of the following success stories.

 

Also, a great feature of this program is the ability to re-assess your teams and check their progress by running progress reports.    Come back to this blog every few week to find out more about each of the five behaviors in the The Five Behaviors of a Cohesive Team model.

leader1Below are 5 tips leaders may find helpful to increase their influence in the business world.

1.  Invoke The Platinum Rule versus the Golden Rule – Treat people as they want to be treated!

2.  Go the extra mile:

  • Do what you say you are going to do
  • Embrace the Cajun term Laniappe: “A little something extra”

3.  Do the right thing by:

  • Being consistent in your leadership and management approach
  • Recognizing you are the driver and the role is different than a passenger
  • Telling people what they need to hear versus what they want to hear

4.  Use words that invoke unity – “We” versus I or They.

5.  Practice sincerity in praise.

leader1Here are a few tips for leaders to consider with giving statements of appreciation to employees and team members.

Understand there are 3 types of compliments:

  1. Directly given to the person
  2. Indirectly given about the person to someone else
  3. Sharing with the person through someone else

6 Tips to ensure the perception of sincerity:

  1. Don’t compliment or thank the obvious.
  2. Never compliment or thank the [what],unless you tell them the [why].
  3. Compliment and thank actions and accomplishments versus appearances.
  4. Compliment and thank everyone!
  5. Pass on compliments you hear about someone.
  6. Written compliments and thank you notes go a very long way!

 Take the Compliment Challenge! 

I agree to give ______ sincere compliments per day for _______ days. Of these, at least _____ per week will be written

The Five Behaviors of a Cohesive Team

The Five Behaviors of a Cohesive Team Pyramid

You have been asking for it and now we are excited to offer The Five Behaviors of a Cohesive TeamPowered by All Types™,   The Five Behaviors of a Cohesive Team powered by All Types gives *Myers-Briggs Type Indicator (aka MBTI®) and other personality type assessment users a way to implement this powerful, life changing team program using a similar tool.  Like the original Five Behaviors product powered by Everything DiSC and based on best-selling author Patrick Lencioni’s The Five Dysfunctions of a Team. This program is an assessment-based learning experience that helps teams to achieve greater effectiveness and productivity. This version of the product utilizes “All Types,”  the new Wiley proprietary assessment, which is designed specifically for teams that currently apply tools based on Carl Jung’s theory of psychological types (like the MBTI® instrument*) as their preferred indicator of personality.

 

“Even a healthy, well-functioning team can be made up of a variety of personalities,” says Barry Davis, Vice President and General Manager of Wiley’s Workplace Learning Solutions Group. “With the All Types assessment, we can help even more teams discover the value of their unique personalities and how they can work together to the team’s advantage.”

 

If you are or you want to be a Five Behaviors practitioner, you now have the opportunity to reach more teams in your organizations with this new tool. With this product, teams can continue working with their organization’s accepted language and approach to personality while connecting them to the pillars of The Five Behaviors: Trust, Conflict, Commitment, Accountability, and Results. Participants in The Five Behaviors program discover how to effectively work with their team members and contribute to the collective success of the team.

 

This new iteration of The Five Behaviors (view flyers for All Types or Everything DiSC versions) is now available through Wiley’s Authorized Partner Network of facilitators, business coaches, and consultants.   Peak Performance Solutions is an authorized partner and accredited facilitator, so please contact us to learn more about how you can bring this powerful tool to your team, no matter what assessment you are a fan of.

 

*NOTES:

  1. Myers-Briggs Type Indicator, Myers-Briggs, MBTI and MBTI Logo are trademarks or registered trademarks of the Myers & Briggs Foundation in the United States and other countries.
  2. The Five Behaviors of a Cohesive Team, Everything DiSC, All Types, and associated logos are registered trademarks of Everything DiSC, a Wiley Brand