Nicole will contact you directly to coordinate the entire process, setting up assessment access for your team, collecting results, and scheduling a debrief to walk through what they mean and what to do next. This is a high-touch, guided experience from start to finish.

Not exactly. Patrick Lencioni's book introduced the model. The Five Behaviors Team Development is the official assessment and learning experience built from that model, developed by Wiley in partnership with Lencioni. The assessment puts the book's ideas into practice through personalized, data-driven feedback tailored to your specific team.

Trust, Conflict, Commitment, Accountability, and Results. They build on each other in that order. Vulnerability-based trust makes honest conflict possible. Honest conflict leads to real commitment. Real commitment makes accountability stick. And accountability is what ultimately drives results.

The Five Behaviors Team Development is designed for intact teams, meaning a group of people who already work together regularly. It works best with teams that have at least six weeks of history together, so the feedback reflects real dynamics rather than first impressions.

Yes. Each team member completes the assessment individually, and the results are combined into both individual profiles and a team-level report.

Teams can retake the assessment to measure their progress. Many organizations use the Five Behaviors as an ongoing part of their team development, not a one-and-done exercise.

The individual DiSC products focus on you as a person, your style, your tendencies, and your blind spots. The Five Behaviors operates at the team level, using DiSC insights as one input but focusing primarily on how your specific group functions together around trust, conflict, commitment, accountability, and results.