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The Five Behaviours® Model

The Five Behaviors Model Pyramid

The Five Behaviours model takes the form of a pyramid, with each behaviour serving as a foundation for the next. Simple, sound, and straightforward— this model challenges teams to rethink their approach when working together.

 

The Five Behaviours model focuses on building skills and understanding in the areas of Trust, Conflict, Commitment, Accountability, and Results which provides a common language for your teams as they navigate the ever-changing world of work.

"The single most untapped competitive advantage is teamwork" Patrick Lencioni

To gain this advantage, teams must:

Trust One Another

The foundational behaviour of a cohesive team is trust. Although many people think of trust as the ability to predict a person’s behaviour based on experience, that’s not what we’re talking about here. Rather, in the context of a cohesive team, trust means a willingness to be completely vulnerable with one another—to let down our guard, admit our flaws, and ask for help.

Engage in Conflict Around Ideas

Conflict is often considered taboo, especially at work, and people may spend inordinate amounts of time and energy trying to avoid the kind of passionate debates that are essential to any great team. But teams that are willing to engage in productive conflict tend to resolve issues and create the best possible solutions in the shortest period of time. By productive conflict, we mean debate that’s focused on concepts and ideas but avoids mean-spirited, personal attacks.

Commit to Decisions

If team members don’t commit, they’re just half-heartedly going along with decisions, which means they’re unlikely to have the kind of alignment necessary to reach their goals. In the context of a cohesive team, commitment means having clarity around decisions and moving forward with complete buy-in from every member of the team, even those who initially disagreed with the decision.

Hold One Another Accountable

Once everyone on a team is committed to a clear plan of action, they will be more willing to hold one another accountable. In the context of teamwork, accountability is the willingness of team members to call their peers on performance or behaviours that might hurt the team. Accountability can be one of the toughest behaviors to implement on a team because it means overcoming the interpersonal discomfort that accompanies confronting peers about their behavior. However, with practice and a foundation of trust, having accountability becomes easier and helps teams grow.

Focus on Achieving Collective Results

The ultimate goal of encouraging trust, conflict, commitment, and accountability is to achieve results. And yet, as it turns out, one of the greatest challenges to team success is inattention to results. In the context of a cohesive team, results refer to the collective goals of the team; they are not limited to financial measures but are more broadly related to expectations and outcome-based performance.

The Five Behaviours Model is used to help team members, and individuals, work together more efficiently and effectively and become a more cohesive team.

 

A productive, high-functioning team:

  • Makes better, faster decisions

  • Taps into the skills and opinions of all members

  • Avoids wasting time and energy on politics, confusion,

  • and destructive conflict

  • Avoids wasting time talking about the wrong issues and revisiting the same topics over and over again because of a lack of buy-in

  • Creates a competitive advantage

  • Is more fun to be on!

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