The Five Behaviors®

Team members feel safe enough to be open with each other: admitting mistakes, sharing concerns, and asking for help. Without this kind of trust, the other behaviors are hard to build.

Ask yourself: How open are people about mistakes, concerns, or needing help? Where is trust already strong, and where are people still holding back?

With trust in place, the team can engage in open, productive debate around ideas. Disagreement becomes a way to reach better decisions instead of something to avoid.

Ask yourself: Can people challenge each other’s ideas and address difficult issues, or are some conversations being avoided?

When people feel heard, they are more willing to commit to decisions, even without full consensus. Everyone knows what was decided and is ready to move forward.

Ask yourself: When decisions are made, is everyone clear on what was decided and prepared to move forward?

Team members hold each other accountable for agreements and behavior, so it does not all fall back on the team leader.

Ask yourself: Do team members address issues with each other, or does accountability mostly fall back on you as the leader?

The team keeps its attention on collective results, above individual or departmental goals.

Ask yourself: When priorities compete, does the team keep its focus on the shared result, or do individual goals and interests take over?

We start with why you are here and what the team wants to achieve. We explore what makes a team different from a work group, walk through the five behaviors, and use a team activity to predict where the team expects to score. We agree on expectations and ground rules, and introduce the assessment that everyone completes before the next session.

The moment the team sees its own scores. We look at strengths and challenges together, explore vulnerability-based trust through an activity, and see how your DiSC® styles influence trust. We close with a Start, Stop, Continue exercise and the first action points.

We check progress on the action points and explore what productive conflict looks like, and how your DiSC styles shape the way you handle it. Through an activity on healthy and unhealthy conflict and personal triggers, the team creates its own conflict ground rules.

Commitment means clarity and buy-in. We reflect on how the team handles conflict now, work on shared priorities through an activity, and agree on concrete actions. We also introduce accountability as the next step.

We explore the difference between conflict and accountability, practice peer-to-peer feedback, and look at how the team keeps its focus on shared results. Together with the team leader, we decide when the team is ready for its progress report.

The team retakes the assessment and we reveal the progress report: what has improved, where there is still room to grow, and what the team wants to focus on next. The content of this session follows the new scores.

The Five Behaviors® helps your team look at the behaviors that make teamwork work: trust, conflict, commitment, accountability, and results. Can people admit a mistake? Do they challenge each other’s ideas, or stay quiet in the meeting and complain afterwards? Who speaks up when agreements are not kept? Exploring these questions together helps your team see where it is already strong and where the next gains can be made.

We combine team challenges with conversations about your team report. You experience the behaviors in real time, look at what happened, and connect it to how you work together every day. We work with situations from your team and make time to practice, so you leave with things to try in your everyday work.

The Five Dysfunctions of a Team is Patrick Lencioni’s best-selling book. The Five Behaviors® is the program Wiley developed with him, with its own research, assessments, personalized reports, and development materials. We are an Authorized Partner of The Five Behaviors® and use these resources alongside our own activities and facilitation, connecting the insights to what your team wants to work on.

No. Many teams we work with are doing well and want to get better at what matters under pressure: honest conversations, clear decisions, and shared results. The model helps you see what is already working and where a small change could make a real difference. When collaboration has become difficult, it gives the team a shared language to explore what is happening.

Trust, conflict, commitment, accountability, and results. They build on each other like a pyramid. Without trust, people avoid conflict. Without healthy conflict, commitment stays shallow. Without commitment, people hesitate to hold each other accountable. And without accountability, individual goals take over from the team’s results. That is why we work through the model from the ground up.

For an intact team that works together regularly, the Team Development report is usually the best place to start. It brings everyone’s perspective together in one picture of how the team works, and a progress report can show how that changes over time. If you work across several teams, or want to start on your own, the Personal Development report fits better. Tell us what is happening in your team, and we can work out which report would help.

Yes. The Five Behaviors® assessment is powered by Everything DiSC®, so your DiSC style comes back in your report and shows how it influences the way you contribute to the team. We would first want to hear what you remember from DiSC and how you have used it. From there, we look at what The Five Behaviors can add.

Our Five Behaviors programs usually range from six hours to multiple days spread over several months. The time we spend together depends on your team’s questions and how much you want to explore. With sessions spread out, you can try things in your daily work and bring those experiences into the next conversation. The assessment itself takes about 20–30 minutes.

One session can give your team a shared language and a clear picture of where it stands. Whether that is enough depends on your goal. Building trust and accountability takes practice, so it helps to come back together after some time. What changed? Where do we still hold back? That is where follow-up coaching and a progress report can help.

Yes, we facilitate in both Dutch and English, and the reports are available in both languages. We work with Dutch-speaking teams and international groups, and agree on the language beforehand. What matters is that people can take part in the activities and express themselves comfortably in the conversations.

We usually combine both. Assessments and individual debrief calls are usually online, while team sessions take place in person, in the Netherlands and nearby regions. The team challenges work best when you are in the same room and can experience the behaviors together.

Yes. The Personal Development report with a one-to-one debrief is designed for individuals. We talk through what you recognize in your report and connect it to your own questions about teamwork. You might want to understand your role in a team, prepare for a new role, or explore why some conversations feel harder than others. Read more about the personal debrief.

The cost depends on your group size, the reports we use, and the time we spend working together. Let us know who the program is for and what you have in mind. We will discuss the options and provide a proposal that makes clear what is included, from preparation and assessments to sessions and follow-up.