Five Behaviors®
A proven framework for strengthening teamwork—whether developed together as an intact team or applied by individuals across the organization.
Two Ways to Apply Five Behaviors®
The Five Behaviors® framework can be applied in two distinct ways—depending on your goals and how your people work together.
Organizations use Five Behaviors® either to develop an intact team collectively or to equip individuals with the skills they need to contribute effectively on any team they serve.
Personal Development
Building a Culture of Teamwork
Helps individuals to better understand themselves and others to work effectively on any team.
BENEFITS
Individuals Learn How to “Team” Effectively
Team and Culture Transformation
Employee Development at All Levels
WHO
Anyone
NUMBER OF PEOPLE
Up to 30
LONGEVITY OF THE TEAM
No requirements
Team Development
Develop a Choesive Intact Team
Helps participants better understand themselves, the personalities on their team, and how they can effectively work together
BENEFITS
Help Intact Teams Effectively Work Together
Improve Team Productivity
Addresses Team Dysfunction
WHO
Intact Teams
NUMBER OF PEOPLE
5 to 12
LONGEVITY OF THE TEAM
Teams with a longevity of at least 6 months
What is the Five Behaviors® Model?
The Five Behaviors® is a research-based framework designed to help teams work together more effectively by focusing on the behaviors that matter most. Built on Patrick Lencioni’s The Five Dysfunctions of a Team® and brought to life through assessment-driven insight, the model helps individuals and teams understand how they show up, interact, and perform together.
Rather than focusing on personalities alone or prescribing one-size-fits-all solutions, the Five Behaviors® model creates a shared language for teamwork; grounded in trust, reinforced through healthy conflict, and aligned around shared results.
At its core, the model recognizes a simple truth: team effectiveness is behavioral. When teams build the right behaviors in the right order, performance improves naturally and sustainably.
Assessment-Based Insight, Not Assumptions
Every Five Behaviors® experience begins with a validated assessment that measures how individuals or teams approach trust, conflict, commitment, accountability, and results. These insights provide a clear, objective starting point for meaningful conversations—moving teams beyond guesswork and into focused development.
Whether applied at the individual or team level, the assessment helps participants:
Understand their current strengths and gaps
See how behaviors impact collaboration and outcomes
Identify practical opportunities for growth
One Model. Multiple Applications
Both Five Behaviors® for Personal Development and Five Behaviors® for Cohesive Teams use the same foundational framework. The difference lies not in the model itself, but in how it is applied—either to develop an intact team together or to equip individuals to contribute more effectively across teams.
This shared foundation allows organizations to scale the Five Behaviors® consistently while tailoring the experience to their structure, goals, and readiness.
The Five Behaviors® takes the form of a pyramid, with each behavior serving as a foundation for the next. Simple, sound, and straightforward. This model challenges teams to rethink their approach when working together.
Trust
Trust is the foundation of cohesive teamwork. It exists when team members feel safe being open, honest, and vulnerable with one another. Teams with trust are willing to ask for help, admit mistakes, and give one another the benefit of the doubt.
Without trust, teams struggle to move forward together.
Conflict
Healthy teams engage in productive conflict around ideas, decisions, and priorities. This type of conflict is not personal or adversarial—it is focused on finding the best possible solutions.
When teams avoid conflict, they often experience artificial harmony and unresolved issues that resurface later.
Commitment
Commitment comes from clarity and alignment, not consensus. Teams that engage in healthy conflict are better equipped to make decisions, even when there is disagreement, because everyone understands the rationale and direction.
Clear commitment allows teams to move forward with confidence and purpose.
Accountability
On cohesive teams, accountability is shared. Team members hold one another responsible for commitments, behaviors, and performance standards—not just relying on a leader to intervene.
This peer-to-peer accountability strengthens trust and reinforces shared ownership of outcomes.
Results
At the top of the model is a focus on collective results. Cohesive teams prioritize shared goals over individual agendas and measure success by the outcomes the team achieves together.
When teams consistently focus on results, performance becomes sustainable rather than episodic.
Why Five Behaviors® Matter for Teams
Even highly capable teams can struggle when trust is low, conflict is avoided, or accountability is inconsistent. Over time, these patterns slow decision-making, weaken engagement, and limit results.
The Five Behaviors® framework helps teams surface and address these challenges directly—by focusing on how people work together, not just what they do. By strengthening the behaviors that drive teamwork, teams build clarity, confidence, and momentum.
When teams apply the Five Behaviors®, they are better equipped to:
• Engage in open, honest conversations—even when topics are difficult
• Make clearer decisions and move forward with alignment
• Hold one another accountable without relying solely on positional authority
• Stay focused on shared goals and collective results
Rather than treating teamwork as a personality issue or a one-time intervention, the Five Behaviors® provide a practical, sustainable approach to improving how teams collaborate day to day.
We regularly explore these themes in our resources and writing, including practical insights on trust, conflict, and accountability in real teams
89%
of Five Behaviors® learners say it improved their team's effectiveness.
Participants report measurable improvements in communication, collaboration, and overall team performance when the Five Behaviors® framework is applied intentionally.
Source: Wiley Workplace Learning Research
Common Challenges the Five Behaviors® Help Address
Even highly capable teams can struggle when trust is low, conflict is avoided, or accountability is inconsistent. Over time, these patterns slow decision-making, weaken engagement, and limit results.
Low Trust or Limited Psychological Safety
Team members hesitate to speak up, ask for help, or admit mistakes, leading to guarded conversations and missed opportunities.
Avoidance of Healthy Conflict
Important issues go unaddressed as teams prioritize harmony over honest dialogue, resulting in unresolved tension and poor decisions.
Lack of Clarity or Buy-in
Decisions are made, but alignment is shallow. Team members leave meetings unclear or unconvinced, slowing progress and execution.
Inconsistent Accountability
Performance issues linger because accountability feels uncomfortable or overly dependent on positional authority rather than shared ownership.
Focus on Individual Goals Over Team Results
Silos emerge as individuals prioritize personal or departmental success over shared outcomes, weakening overall performance.
Meetings That Feel Unproductive or Draining
Meetings lack focus, candor, or clear outcomes, leaving participants disengaged and unsure how decisions were made or what happens next.
How Inspired Engagement Uses the Five Behaviors®
At Inspired Engagement, we don’t treat the Five Behaviors® as a one-time assessment or a standalone workshop. We use it as a practical framework to guide meaningful conversations, strengthen relationships, and support lasting change in how teams work together.
For many clients, this work is part of broader organizational consulting focused on leadership alignment, culture, and sustainable change.
Assessment-Informed, Not Assessment-Driven
Every engagement begins with assessment data, but it doesn’t end there. We help teams interpret results in context—connecting insights to real behaviors, real conversations, and real work.
Skilled Facilitation That Builds Trust and Accountability
The value of the Five Behaviors® lies in the conversations it enables. We create structured, psychologically safe environments where teams can surface issues honestly, engage in productive conflict, and hold one another accountable for shared commitments.
Organizational Change That Isn’t Sticking
New initiatives fall flat when people don’t feel informed, supported, or involved in shaping the future.
Tailored to the Team and the Organization
No two teams are the same. We adapt each Five Behaviors® experience based on team history, leadership dynamics, organizational culture, and readiness, ensuring the work is relevant, respectful, and effective.
Integrated With Broader Leadership and Team Development
When appropriate, we integrate the Five Behaviors® with complementary frameworks such as Everything DiSC®, CliftonStrengths®, Appreciative Inquiry, and Interest-Based Dialogue, helping teams build consistency across leadership development efforts.
Focused on Sustainable Behavior Change
Our goal is not insight alone, but sustained improvement. We help teams translate learning into clear commitments, practical next steps, and behaviors they can return to long after the session ends.
Whether working with intact teams or supporting individual development, Inspired Engagement brings experience, structure, and care to every Five Behaviors® engagement—so teams don’t just understand the model, they live it.
Frequently Asked Questions
Common questions about Five Behaviors® and how this work is used.
Is the Five Behaviors® best suited for intact teams or individuals?
The Five Behaviors® can be applied in two ways. The Team Development experience is designed for intact teams that are willing to commit to the work together over time. The Personal Development experience supports individual contributors or leaders in applying the Five Behaviors® principles on any team they serve. We help organizations determine the right fit based on goals, readiness, and context.
What level of commitment is required from a team?
Effective Five Behaviors® work requires more than attending a single session. Teams benefit most when members are willing to engage honestly, participate fully, and follow through on commitments. We tailor the depth and pace of the work to the team’s readiness while setting clear expectations to support meaningful progress.
How long does a typical Five Behaviors® engagement last?
Engagements vary based on the needs of the team. Some teams begin with a focused workshop, while others engage in a multi-session process over several months. Our approach emphasizes sustainable behavior change rather than one-time events, and we work with clients to design a timeline that fits their goals and constraints.
Can the Five Behaviors® be integrated with other leadership development efforts?
Yes. When appropriate, we integrate the Five Behaviors® with complementary frameworks such as Everything DiSC®, CliftonStrengths®, Appreciative Inquiry, and Interest-Based Dialogue. This helps organizations create a more cohesive and consistent leadership and team development strategy rather than introducing disconnected tools.
Is the Five Behaviors® suitable for higher education, nonprofits, and other mission-driven organizations?
Absolutely. We regularly work with higher education institutions, nonprofits, and mission-driven organizations. The Five Behaviors® framework is adaptable across sectors and is particularly effective in environments where collaboration, shared governance, and trust are essential to success.
Ready to Strengthen How Your Team Works Together?
Whether you’re supporting an intact team or individual development, we’ll help you determine the right Five Behaviors® approach for your organization’s goals, culture, and readiness.
Prefer email? Contact me directly at [email protected]
