Introduction

In today’s fast-paced workplaces, building trust, communication, and collaboration among team members has become essential for success. Many organizations are realizing that technical skills alone are not enough to drive performance. Instead, what truly sets great teams apart is their ability to work together effectively, communicate openly, and support each other’s growth. That’s where The Five Behaviors® and DiSC® come in—two powerful frameworks that help leaders and employees understand themselves and others to create lasting teamwork.

build better teamsWhether you’re managing a small group or a large department, learning how to through The Five Behaviors® model can transform your workplace culture. By understanding how trust, conflict, commitment, accountability, and results work together, you can develop stronger, more cohesive teams that thrive in any environment.

Understanding The Five Behaviors® Framework

The Five Behaviors® model, based on Patrick Lencioni’s best-selling book The Five Dysfunctions of a Team, focuses on five essential elements that create strong teams: trust, conflict, commitment, accountability, and results. When these five behaviors are present and balanced, teams perform at their highest potential. The program is designed to help individuals recognize their natural tendencies and learn how to adapt their behavior to strengthen team performance.

At its core, The Five Behaviors® isn’t just about improving teamwork—it’s about developing personal insight and building awareness around how each person contributes to the group. When used with the DiSC® assessment, this program helps teams better understand personality styles and communication preferences. This awareness creates empathy, helping people see that differences in approach are strengths, not weaknesses.

Building Trust as the Foundation of Every Team

The first and most important step in The Five Behaviors® model is trust. Without trust, collaboration becomes difficult, and team members may hesitate to share ideas, admit mistakes, or take risks. Trust develops when people feel safe to be vulnerable with one another—openly expressing challenges, weaknesses, and feedback without fear of judgment. When teams trust each other, communication flows easily, and innovation thrives.

Using DiSC® to understand different personality types helps accelerate this process. For example, a “D” (Dominance) style may appear confident and decisive but might struggle with showing vulnerability, while an “S” (Steadiness) style values harmony and can encourage openness among members. By understanding these dynamics, leaders can use the DiSC® insights to encourage honest dialogue and deeper connection, laying the groundwork for high trust.

Encouraging Healthy Conflict for Better Decisions

Once trust is established, teams can engage in productive conflict—a key ingredient in making better decisions. Many organizations shy away from conflict because they associate it with negativity or personal attacks. However, The Five Behaviors® model teaches that healthy conflict, when handled respectfully, leads to creative solutions and stronger collaboration. The goal is to challenge ideas, not individuals.

DiSC® plays a major role in navigating these discussions. For example, individuals with an “i” (Influence) style may bring enthusiasm and energy to debates, while “C” (Conscientiousness) types prefer structured, data-driven discussions. By recognizing these tendencies, teams can manage conflicts more effectively and ensure every voice is heard. Encouraging healthy, constructive disagreement helps teams to build better teams that are innovative, balanced, and resilient.

Fostering Commitment Through Clarity and Alignment

Commitment means that everyone on the team is aligned with decisions and understands their responsibilities. It doesn’t always mean everyone agrees 100%, but rather that everyone supports the final decision moving forward. The Five Behaviors® framework emphasizes that commitment grows out of open communication and trust built earlier in the process. When people feel heard, they are more likely to commit to team goals, even if the final decision isn’t exactly what they wanted.

The DiSC® model can help clarify why commitment sometimes breaks down. For instance, “D” styles want quick decisions and clear direction, while “C” styles may need more information and time to analyze. By identifying these personality preferences, leaders can adapt their communication to ensure all members understand and support team goals. This type of intentional alignment strengthens cooperation and leads to faster, more confident execution of tasks.

Holding Each Other Accountable with Respect and Support

Accountability is often one of the most difficult behaviors for teams to master. It requires team members to not only take responsibility for their own actions but also hold others to high standards. When accountability is lacking, performance declines and frustration builds. In The Five Behaviors® model, accountability isn’t about blame—it’s about supporting one another to achieve shared goals.

DiSC® helps by identifying how different styles handle feedback and confrontation. For instance, “S” styles may avoid holding others accountable to preserve peace, while “D” styles may be too direct. Understanding these patterns allows leaders and team members to approach accountability conversations with empathy and balance. When handled properly, accountability builds respect, boosts trust, and ensures consistent results across the organization.

Focusing on Collective Results for Team Success

The final step in The Five Behaviors® framework is results. When trust, conflict, commitment, and accountability are strong, teams can fully focus on achieving collective goals rather than individual recognition. In high-performing teams, success is measured by how well the group performs as a whole—not by who gets the most credit. This shift from personal achievement to team success drives motivation, engagement, and productivity.

Integrating DiSC® helps maintain this focus by improving communication and collaboration. When team members understand how each person contributes differently, they can coordinate tasks more effectively and appreciate the value of diverse strengths. A well-rounded team that uses The Five Behaviors® and DiSC® together becomes more adaptable, cohesive, and driven—qualities that define great organizations.

Conclusion

Building a high-performing team doesn’t happen overnight—it’s a continuous journey that requires understanding, communication, and trust. The Five Behaviors® model, combined with the insights from DiSC®, provides a proven roadmap for creating strong, resilient teams that work well together. By focusing on trust, healthy conflict, commitment, accountability, and collective results, leaders can foster a culture of openness and collaboration.

When organizations embrace these principles, they not only build better teams but also develop a workplace where individuals feel valued and motivated to contribute their best. Whether you’re starting a new team or revitalizing an existing one, The Five Behaviors® and DiSC® offer the tools you need to unlock potential and achieve long-term success. To learn more about how these assessments can transform your team’s performance, visit The DISC Personality Test and exDiSC is a registered trademark of John Wiley and Sons, Inc.

DiSC is a registered trademark of John Wiley and Sons, Inc.

Build Stronger Teams Using The Five Behaviors and DiSC®

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