The Five Behaviors of a Cohesive Team

https://youtu.be/Iij9hPRGVa0\r\n\r\nI have held several workshops with teams that want to increase their capability to consistently produce outstanding results. Over the last nine months, I have leveraged the “Five Behaviors of a Cohesive Team” methodology, based on Patrick Lencioni’s best-selling book, The Five Dysfunctions of a Team.\r\n\r\nIn this newsletter and in my blog posts this month, I plan to cover the essence of Lencioni’s model and share key insights on this topic.\r\n\r\nLet me begin by sharing an overview of the model in the following video:\r\n\r\n

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 Introduction to The Five Behaviors of a Cohesive Team Model

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\r\nLencioni recommends that teams work on five different areas:\r\n\r\n1. Trusting one another: When team members are genuinely transparent and honest with one another, they are able to build vulnerability-based trust. One of the teams I worked with identified this behavior as a key area of opportunity and decided to focus on it in our first session. Six months later, when we ran a second session, the trust level among the team members had grown significantly. Team members were not afraid of asking for help in areas where their knowledge was weak, and other members volunteered to help in areas where they had greater expertise.\r\n\r\n2. Engaging in conflict around ideas: When there is trust, team members are able to engage in an unfiltered, constructive debate of ideas.\r\n\r\n3. Commitment to decisions: When team members are able to offer opinions and debate ideas, and there is clarity on what’s expected from them, they are more likely to buy in and commit to decisions.\r\n\r\n4. Holding one another accountable: When everyone is committed to a clear plan of action, they are more willing to hold one another accountable, instead of always going through the team leader for follow up.\r\n\r\n5. Focus on achieving collective results: The ultimate goal of building greater trust, conflict, commitment, and accountability is the achievement of results. This behavior is very difficult to excel at. The temptation to assign a higher priority to individual goals versus the team’s is high and not easy to overcome.\r\n\r\nThe first two behaviors were covered in previous blog entries (Trust and Conflict). The next three will be covered in articles that will be published every Monday this month.\r\n\r\nLet me close with a quote from the professional basketball player Larry Bird: “I don’t think that once you get to one level, you can relax. You’ve got to keep pushing.” If you want to improve your team’s effectiveness, contact me to help you.\r\n\r\nI need your feedback! I am working on an app and would like your help choosing the name. Can you please answer this one-question survey?\r\n\r\nPercy M. Cannon\r\nAuthor, Consultant, Facilitator & Coach\r\nwww.cannon.consulting\r\n\r\nPS1: Use this link to buy my book, The Business Apostolate: Insights to Define and Achieve your Mission in Life, with a special discount for newsletter readers. Just enter code MU5Z7NLM.\r\nPS2: Use this link to subscribe to future newsletter issues.\r\n\r\n

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