Five Behaviors® Team Development.
A team assessment built around Patrick Lencioni's model from The Five Dysfunctions of a Team: trust, conflict, commitment, accountability, and results. It's powered by Everything DiSC, so the team's results get tied back to how their actual communication styles show up in practice.
Book a consultation →Results, a debrief, and next steps.
The debrief is where a report becomes useful, which is why every assessment includes one. We talk through what the data means for you, then decide what to do with it.
Your results
A team profile showing where trust, conflict, commitment, accountability, and results stand, tied to how each person's communication style shows up.
The debrief
A facilitated team conversation that turns the profile into shared language and honest discussion.
Next steps
Agreed commitments the team can act on, with coaching available to keep them going.
Five behaviors, built on top of each other.
The model comes from Patrick Lencioni's bestselling book The Five Dysfunctions of a Team. Each behavior depends on the one below it, so a team can't skip ahead to "results" without first building real trust and the ability to work through conflict.
The Five Behaviors
Trust
The foundation. Team members are willing to be open about mistakes and weaknesses without fear of it being used against them.
Conflict
Once trust exists, the team can debate ideas honestly, surfacing disagreement instead of burying it.
Commitment
Real debate leads to real buy-in. The team commits to decisions, even when not everyone initially agreed.
Accountability
Team members hold each other, not just themselves, to the standards and commitments the team agreed to.
Results
The payoff of the first four: a team that stays focused on collective outcomes over individual status.
A survey, a facilitated session, and a plan.
Each team member completes a survey rating how the team currently operates across all five behaviors. The results come back as a team-level report, which anchors a facilitated session: where the team is strong, where it's stuck, and what to actually do about it.
Team Survey
Every member rates the team (not themselves) across trust, conflict, commitment, accountability, and results.
DiSC-Informed Debrief
The facilitated session connects the team's scores back to the DiSC styles in the room, so the "why" behind the pattern is clear, not just the score.
Action Planning
Each behavior comes with discussion questions and a concrete action plan, so the session produces next steps, not just awareness.
Where the team actually gets stuck.
Where trust is thin
Whether people feel safe admitting mistakes and asking for help, or whether they're quietly protecting themselves instead.
Whether conflict is happening at all
Teams that avoid conflict don't actually have fewer problems, they just don't talk about them. This surfaces that pattern directly.
Why commitment doesn't stick
Often it's because people never felt truly heard in the debate. Once that's named, commitment gets easier.
When Five Behaviors delivers the most value.
Newly formed leadership teams: A team that hasn't built real trust yet benefits from establishing these behaviors early, before bad habits set in.
Teams stuck in surface-level harmony: Meetings feel polite but nothing real gets debated. This model names why, and gives the team language to change it.
Teams coming out of a rough patch: A team recovering from conflict, a reorg, or a leadership change can use this to rebuild trust deliberately rather than hoping it happens on its own.
Built on Everything DiSC.
Five Behaviors uses the Everything DiSC model as its foundation, so a team that has already done DiSC work will recognize the language. Many teams start with an individual DiSC profile first, then move to Five Behaviors once they're ready to apply that self-awareness at the team level.
More on individual DiSC profiles on the DiSC page →
Ready to bring Five Behaviors to your team?
Book a time to tell me about your team, where you're stuck, and what you're hoping to get out of it.