How Does The 5 Behaviours Model Build Cohesion?

Building Teams through Everything DiSCThe “ Five Behaviours of a Cohesive Team” supports teams to learn how much they score on the five behaviours in the model: trust, conflict, commitment, accountability, and results. Unlike other models which look at the team as a whole, this guarantees individual focus helping each individual on the team read in depth on their own personality style, comparing it to their team members styles and using this awareness to adapt to the role that they would be playing in the team. The individual assessments are done based on the DiSC® model: D: Dominance, i: Influence, S: Steadiness, and C: Conscientiousness.

As business landscape becomes dynamic and delivery deadlines have to be met “by hook or by crook”, teams have no time to waste in trying to understand where the problem lies. The team cohesion programs of Strengthscape based on “The Five Behaviors of a Cohesive Team” is tailor made for high performance teams whose outputs are critical and for intact teams and work groups. The program is made more clear and structured by incorporating the best of Everything DiSC. Relevant inputs from Patrick Lencioni’s best seller “ The Five Dysfunctions of a Team” makes it even more interesting.

As complex as it may seem , the “ Five Behaviours of a Cohesive Team”, model makes the exercise of building team cohesion a simple and interesting one. The pyramidal model indicates that each of the behaviour works as the foundation for the next level, and for the model to be implemented effectively it should be ensured that no behaviours is treated in isolation. Neglecting or ignoring one behaviour can result in the pyramid toppling causing damage to the whole team cohesions effort.

The assessments in “Five Behaviours of a Cohesive Team” are categorised into two. The first is the assessment of the individual , which is done using the DiSC model where the DiSC behavioural style of the individual is determined. Tips would be given to the individual on reading the behavioural styles of others and flexing their own style to synergise better with others. The responses are used to categorise the individual into one or more of the eight DiSC scales: D, Di, i, iS, S, SC, C, CD.

The second is the group assessment where the group is evaluated in terms of similar and dissimilar responses without revealing the names of individuals. This mitigates the blame which is characteristic to most assessments and which can be detrimental to team health. The team is assessed on two aspects primarily. The first is with respect to healthy behaviour that the team indulges in. This could involve open conversations, constructive criticism or participative decision making to quote a few examples. The second is trying to decipher the group culture, which essentially determines the values that the team strongly believes in and need to believe in for building cohesion.

Cohesive teams make great workplaces – where people focus on goals feeling inspired by their own performance and that of their colleagues.

Do you want to foster “five behaviours of a cohesive team” culture in your workplace?

Sonia Kapur

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  1. September 1, 2015

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