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Team ResultsWhen you can achieve accountability, it will make it much easier for the team to focus on collective results.  It may seem obvious that teams would be focused on its results. You might be thinking “What else would the team focused?” Remember, you are asking team members to put aside: their egos, personal career development, perceived job status, and individual recognition – in favor of the team’s goals.   That is the difference when we say collective results.

Patrick Lencioni says “A functional team must make the collective results of the group more important to each individual than individual members’ goals.”  Each group must identify its own measurable score card. You cannot monitor what you cannot measure.  The score card is vital in helping team members focus on the goal.

Your team members may be conflicted between their own personal goals and the team’s goals, but if they have real trust, work through healthy conflict, can show commitment to the team’s decisions, and if they are willing and able to hold one another accountable – they will be able to focus on the collective results of the team.  IT is the responsibility of the team leader to help the team members understand if they can focus on collective results, the individual results will come along.

If you found this blog post series on what a Cohesive Team is helpful and you are interested in learning more about this program, please contact us.  Peak Performance Solutions is an authorized partner and accredited facilitator for The Five Behaviors of a Cohesive Team.

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AccountabilityNow that we understand commitment, that brings us to the next behaviors of cohesive teams, accountability.  How do you help teams to become more accountable?

First, we want to define accountability as peer-to-peer accountability. We are not talking about personal accountability—I do what I say I’m going to do. That is taking personal responsibility for doing your job.  We are talking about holding one another accountable, and that can be difficult! It can be hard to tell a team member that you think they are not pulling their weight on a project or to question their approach/process for doing a task.   It is just easier to complain to co-workers or the team leader than to follow-up with other team member with team accountability as the goal.

Plus we realize most people do not like to give or get criticism!  Even criticism that is “positive” or made into a feedback sandwich can be hard to say or to hear.  So we suggest they offer constructive feedback (how and why for improvement) instead.  Feedback is a gift to help others grow and so is accountability.   If the team’s relationships are strong and team members are vulnerable then they feel able to provide open and honest feedback to each other and are able to hold each other accountable.

Part of the key to feedback is to understand where the other person is coming from, i.e. their personality of behavioral style.  This is part of the team’s communication that is built through assessments in The Five Behaviors of a Cohesive Team program.  An  interesting thing about providing feedback towards accountability is the more the team members demonstrates this action, the less likely they become in needing to do it as often.  With feedback, team members will develop a habit and a mindset towards being accountable.  This builds accountability for the team as a whole as well.

Next, we will look at why results are the final layer in The Five Behaviors of a Cohesive Team model.

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5b_commitThe 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.

 

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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.

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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.

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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

 

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MyEverythingDiSC.com is a mobile-friendly, interactive learning portal that is exclusive to the Everything DiSC® solutions. This follow-up site extends the lessons that users are introduced to in their Everything DiSC profiles and classroom experiences, extending their learning into the future.  The MyEverythingDiSC site enables users to actively incorporate their new DiSC® knowledge into their daily work. It offers them insights into their own DiSC style and strategies for working and communicating with others.  People who have completed a DiSC assessment can connect with coworkers to run 1-to-1 comparisons or group reports. Check out the video at the bottom of this post to see an example of how it works to improve communication on-the-job.

With MyEverythingDiSC.com, users can:

  • Upload a photo to their Account and view their Profiles once they have been given access via email by their authorized DiSC partner.
  • Review DiSC theory and watch videos to understand the assessment tool and learn how to use the site.
  • Learn more about their personal DiSC style as it helps them understand at a glance where their strengths are and where they spend more effort through interactive DiSC maps.
  • Invite others to create Comparison Reports and access site-exclusive tips for working with individual team members, as well as with family or friends who are on this site. (Please note that this application does work with all Everything DiSC® profiles, however it does not currently work as part of The Five Behaviors of a Cohesive Team.)
  • Create their own Group Maps of their team members, project groups, or others in their department. This feature presents a whole new level of value for team building; as well insights for coaches, managers, and change agents.
  • Create Customer Interaction Maps for improving sales relationships. (Please note this option is only available to users who have completed an Everything DiSC® Sales profile.)

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