top of page

Workplace Culture. What Does it Look Like to Have Trust on a Team?

Workplace Culture - The Five Hehaviors Model®
Workplace Culture - The Five Behaviors Model®

The first and foundational behaviour of a cohesive team in The Five Behaviors® model is Trust.

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.'

Each member of the team needs to develop these four trust habits:

  • 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 areas of responsibility.

How Can The Five Behaviors® : Personal Development Assessment Help You?

After explaining vulnerability-based trust, the Personal Development assessment provides each team member with a personalised view of what makes building trust easier.

It describes the four primary concerns you may have about being vulnerable with your teammates. These concerns are derived from how you answered the 15-20-minute on-line assessment.

If you participate in a Five Behaviors Personal Development learning experience, your facilitator is likely to explore with you two scenarios with multiple-choice answers so you can discuss with your teammates which one would contribute the most to building trust on any team.

Following this activity, your facilitator is then likely to divide you into groups that share common reasons for holding back, including:

·        Fear of a loss of control - which may be experienced particularly by the D - Dominance style.

·        Fear of disapproval - which may be experienced, particularly in the i-influence style.

·        Not wanting to be a burden - which may be experienced particularly by the S-Steadiness style.

·        Not wanting to appear incompetent - which may be experienced particularly by the C - Conscientiousness style.

This group activity allows participants to explore with colleagues who share their concern about holding back. Following these small-group discussions, all participants can gain insights into the different concerns for holding back by sharing what they have learned with the large group.

For most participants, this will be the first time they have had the opportunity to understand their concerns about being vulnerable with other people and gain valuable insights into the range of concerns experienced by their teammates.

If you would like to see an example of what this looks like in the Personal Development report, then you can click on the link below, which will also allow you to explore The Five Behaviors® : Team Development report, and other Everything DiSC® assessments too.

13 views0 comments


bottom of page