[vc_row full_width=”stretch_row” bg_type=”image” parallax_style=”vcpb-default” bg_image_new=”id^23402|url^https://www.profiles.co.ke/wp-content/uploads/2022/11/new5b.jpg|caption^null|alt^null|title^new5b|description^null” bg_image_repeat=”no-repeat” title_typo=”null”][vc_column width=”1/2″][vc_single_image image=”21131″ img_size=”full”][/vc_column][vc_column width=”1/2″][vc_empty_space height=”40px”][vc_cta h2=”The Five Behaviors® Profile System” h2_font_container=”tag:h1|font_size:40px|text_align:left” add_button=”bottom” btn_title=”Talk to an Expert” btn_style=”outline” btn_color=”black” btn_size=”lg” use_custom_fonts_h2=”true” btn_link=”url:https%3A%2F%2Fwww.profiles.co.ke%2Fteam-building-contact-us%2F|title:Active%20Campaign%20Contact%20US%20page”]The five behaviors Lencioni identified will result—if each is maximized—in a team that operates as efficiently and effectively as possible. The characteristics of a cohesive team are Trust, Conflict, Commitment, Accountability, and Results. Each behavior in the model builds upon the previous and supports the others. The team profile and facilitated program lets team members know how they and the team are doing, and how they can become more cohesive.[/vc_cta][vc_empty_space height=”35vh”][/vc_column][/vc_row][vc_row][vc_column][vc_empty_space height=”60px”][/vc_column][/vc_row][vc_row][vc_column width=”1/6″][vc_empty_space height=”50px”][/vc_column][vc_column width=”2/3″ css=”.vc_custom_1664958630153{background-image: url(https://www.profiles.co.ke/wp-content/uploads/2022/10/IMG_3945.jpg?id=23179) !important;border-radius: 35px !important;}”][vc_empty_space height=”30vh”][ohio_video layout=”boxed_shape” button_layout=”filled” title=”QW4lMjBJbnRyb2R1Y3Rpb24lMjBUbyUyMFRoZSUyMDUlMjBCZWhhdmlvcnMlMjA=” link=”https://www.youtube.com/embed/Rs7bPNslSuc” button_anim=”1″ title_typo=”{“font_size“:“30px“,“font_size_tablet“:““,“font_size_mobile“:““,“line_height“:““,“line_height_tablet“:““,“line_height_mobile“:““,“letter_spacing“:““,“letter_spacing_tablet“:““,“letter_spacing_mobile“:““,“color“:“#dd3333“,“weight“:“inherit“,“style“:“inherit“,“use_custom_font“:false}”][vc_empty_space height=”30vh”][/vc_column][vc_column width=”1/6″][/vc_column][/vc_row][vc_row][vc_column][vc_empty_space height=”60px”][/vc_column][/vc_row][vc_row][vc_column width=”2/3″][vc_empty_space][vc_custom_heading text=”TRUST” font_container=”tag:h2|text_align:left|color:%23d00000″ use_theme_fonts=”yes”][vc_custom_heading text=”“Kuaminiana ni aina ya juu zaidi ya motisha ya mwanadamu. Inaleta bora zaidi kwa watu. – Trust is the highest form of human motivation. It brings out the very best in people.“” font_container=”tag:h5|text_align:left” use_theme_fonts=”yes”][ohio_text text_typo=”null”]At the base of the pyramid is trust. Without trust on the team, very little progress can be made in gaining cohesiveness overall. Vulnerability-based trust (the ability to expose one’s weaknesses) is key to building the relationships required to be able to withstand and even benefit from both the routine and unique challenges every team faces.

When team members are genuinely transparent and honest with one another, it forms a safe environment that creates and builds vulnerability-based trust.[/ohio_text][vc_empty_space][/vc_column][vc_column width=”1/3″][vc_empty_space height=”10px”][vc_single_image image=”23189″ img_size=”full” alignment=”center”][vc_empty_space height=”10px”][vc_empty_space height=”10px”][/vc_column][/vc_row][vc_row][vc_column width=”1/3″][vc_empty_space height=”10px”][vc_single_image image=”23198″ img_size=”full” alignment=”center”][vc_empty_space height=”10px”][/vc_column][vc_column width=”2/3″][vc_empty_space][vc_custom_heading text=”Conflict” font_container=”tag:h2|text_align:left|color:%23d00000″ use_theme_fonts=”yes”][vc_custom_heading text=”“Meneja mzuri hajaribu kuondoa migogoro; anajaribu kuizuia isipoteze nguvu za watu wake. Ikiwa wewe ndiye bosi na watu wako wanapigana nawe waziwazi wanapofikiria kuwa umekosea – hiyo ni afya. – A good manager doesn’t try to eliminate conflict; he tries to keep it from wasting the energies of his people. If you’re the boss and your people fight you openly when they think that you are wrong-that’s healthy.“” font_container=”tag:h5|text_align:left” use_theme_fonts=”yes”][ohio_text text_typo=”null”]Conflict is sometimes considered dangerous on a team because it can lead to hard feelings. However, if the team has relationship trust, members feel secure enough to be honest and courageous. If trust is truly in place, conflict is constructive. In fact, conflict is critical to ensuring that all points of view and aspects of issues have been discussed, understood, and taken into account. Teams without conflict tend to shut out valuable feedback which can lead to poor decision-making.

With trust, team members are able to engage in unfiltered, constructive debate of ideas.[/ohio_text][vc_empty_space][/vc_column][/vc_row][vc_row][vc_column width=”2/3″][vc_empty_space][vc_custom_heading text=”Commitment” font_container=”tag:h2|text_align:left|color:%23d00000″ use_theme_fonts=”yes”][vc_custom_heading text=”“Kujitolea kwa mtu binafsi kwa juhudi za kikundi — hiyo ndiyo inafanya kazi ya timu, kampuni kufanya kazi, kazi ya jamii, kazi ya ustaarabu. -Individual commitment to a group effort — that is what makes a team work, a company work, a society work, a civilization work.“” font_container=”tag:h5|text_align:left” use_theme_fonts=”yes”][ohio_text text_typo=”null”]

Gaining commitment from team members is not the same as getting consensus. According to Lencioni, reaching consensus means compromise, and compromise might not yield the best result. Commitment comes with clarity of purpose. Take a problem for which there are several ideas. With trust and appropriate conflict, the team chooses the idea they will pursue. Though only one idea is chosen, every member understands why that idea was selected and supports the idea—both inside the team and when communicating externally.

[/ohio_text][vc_empty_space][/vc_column][vc_column width=”1/3″][vc_empty_space height=”10px”][vc_single_image image=”23197″ img_size=”full” alignment=”center”][/vc_column][/vc_row][vc_row][vc_column width=”1/3″][vc_empty_space height=”10px”][vc_single_image image=”23196″ img_size=”full”][vc_empty_space height=”10px”][/vc_column][vc_column width=”2/3″][vc_empty_space][vc_custom_heading text=”Accountability” font_container=”tag:h2|text_align:left|color:%23d00000″ use_theme_fonts=”yes”][vc_custom_heading text=”“Ushirikiano wa wazi huhimiza uwajibikaji zaidi, ambao unakuza uaminifu. – Open collaboration encourages greater accountability, which in turn fosters trust.“” font_container=”tag:h5|text_align:left” use_theme_fonts=”yes”][ohio_text text_typo=”null”]Accountability is typically the most difficult behavior for a team to master. Most will never get to the point where each team member routinely holds all other members accountable. Reaching and maintaining good scores in the previous steps will make accountability much easier. Accountability can become part of a team’s overall dynamic.

Once everyone is committed to a clear plan of action, they will be more willing to hold one another accountable.[/ohio_text][vc_empty_space][/vc_column][/vc_row][vc_row][vc_column width=”2/3″][vc_empty_space][vc_custom_heading text=”Results” font_container=”tag:h2|text_align:left|color:%23d00000″ use_theme_fonts=”yes”][vc_custom_heading text=”“Ikiwa kila mtu anasonga mbele pamoja, basi mafanikio yanajitunza yenyewe. – If everyone is moving forward together, then success takes care of itself.“” font_container=”tag:h5|text_align:left” use_theme_fonts=”yes”][ohio_text text_typo=”null”]

Achieving team objectives is why the team exists. If each prior behavior is functioning well, each member of the team is focused on achieving the team’s goal. The team goal becomes more important than any individual’s personal goal, and everyone feels rewarded by being part of the team result.

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