People’s DiSC® styles can tell us much about how they might engage with the The Five Behaviors of a Cohesive Team®, namely, Trust, Conflict, Commitment, Accountability, and Results.
This blog post looks into how each of the four primary DiSC styles is likely to approach the the first and foundational behavior, Trust.
Trust One Another. 'When team members are genuinely transparent and honest with one another, it forms a safe environment that creates and builds vulnerability-based trust.'
What does it look like to have vulnerability-based trust on a team:
Being unguarded and genuine with one another.
Apologising and being open about weaknesses and mistakes.
Giving one another the benefit of the doubt rather than jumping to conclusions.
Asking one another for help and input regarding your area of responsibility.
Showing vulnerability can be especially difficult in the workplace.
Those with a D style prefer to project strength and mental toughness. This can be driven by a fear of being controlled or taken advantage of. So, opening up and becoming vulnerable often challenges their basic instincts.
Vulnerability comes much more naturally to people with an i Style. They are not generally concerned with filtering their thoughts and emotions, so it’s easier for them to open up. However, sometimes, they may fail to recognise when they are sharing too much.
People with the S style are usually comfortable with emotional conversations and vulnerability in general. However, they also tend to be private, so they are often more comfortable listening than sharing and are likelier to share with people they know.
People with the C style are typically private and prefer to maintain emotional control. Showing vulnerability can be directly at odds, so they’re likely to resist opening up and may avoid conversations they see as too emotional.
How The Five Behaviors Assessment Can Help You
Personal Development Assessment
The Five Behaviors® Personal Development was created to harness the power The Five Behaviors across the entire organization.
The Personal Development solution teaches individuals to become better teammates by integrating Patrick Lencioni’s model at the organizational level.
Personal Development was designed specifically to work for individuals; participants do not all need to be part of the same team. Rather, participants can carry the takeaways of this program from one team to the next, enabling a culture of teamwork.
Learners at all levels of an organization can benefit from this program and adopt its powerful principles, shape behaviors, and create a common language that empowers people to rewrite what it means to work together.
The goal is to build a culture of teamwork by helping individuals understand themselves and others to work effectively on any team.
Ideal for groups of up to 30. There are no team longevity requirements.
The 23-page report will introduce you to the five behaviors and the principals of good teamwork.
It provides a powerful personalized overview of your tendencies with the five behaviors. Then goes into detail for each of the five behaviors, starting with Trust.
For Trust it starts by clearly defining what it means to have trust in a team. It provides you with a personalized view of what makes it easier for you to build trust. Then goes deeper into vulnerability-based trust by explaining what may hold you back and why others may hold back. It concludes with personalized recommendations for developing good habits for building trust.
In the Personal Development learning experience workshop, your facilitator will give you and your other colleagues the space to explore your reasons for holding back. This helps create a shared understanding of what each team member is challenged with so that the team can begin to learn to support and encourage each other to be vulnerable by being more unguarded, apologizing for mistakes, and admitting to weaknesses, for example.
At the end of the focus on trust, your facilitator will give you the opportunity to develop a first step toward developing one of three good habits that your assessment provides.
Following the workshop, you can return to your assessment report and develop the first steps for the other good trust habits that have been recommended to you.
The Team Development Assessment
The Team Development assessment is powered by Everything DiSC®. It helps build effective team communication and relationships, to help participants understand their individual DiSC style and discover how each style brings value to the team.
The goal is to develop a cohesive, intact team. It helps participants better understand themselves, the personalities on their team, and how they can effectively work together.
It is ideal for 5-12 people. Designed for teams with a 6-week minimum tenure.
Benefits include:
Help Intact teams gain the skills to work together effectively.
Improve team productivity.
Addresses Team Dysfunction.
This 37-page report introduces you to the five behaviors that a cohesive team needs to master.
It then visually summarises your team survey results using the five behaviors pyramid model.
The report then goes into detail about your team and each of the five behaviors, starting with Trust. The level of detail is the same for all five behaviors:
Specifically for Trust, the assessment report shows:
The team’s average scores for each trust-related question in the assessment based on a five-point scale.
For each of these survey responses, a more detailed view of the results, a description of what a cohesive team looks like, and a personalized view of the team’s current situation.
Introduces you to the DiSC model and your DiSC style, describing the impact that your style has on your tendencies, preferences, and the contributions that you make to the workplace.
You and your teammates are plotted on the DiSC map, summarizing all your DiSC styles.
A clear summary of what is needed to achieve trust in your team and presents the two most important questions to discuss to build trust in your team.
The section concludes with your team’s action plan to build trust, providing a clear description of what team members do with and without trust, asking the team to define three things that the team could do to improve the level of trust and the steps that the team can take to overcome obstacles that the team identifies.
In your learning experience workshop, your facilitator will create a safe space and environment for the team to review and discuss the survey results and facilitate a group discussion on the two most important questions for the team to build trust in the team. Your facilitator will then support the team with defining the action plan for taking the first steps to overcome the obstacles the team identifies.
For ongoing impact, following the workshop, typically 6 to 9 months later, your facilitator can support you with a progress report to see how the team is doing with building trust and the other four behaviors.
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