TLDR (Too Long Didn’t Read)
Being a good team member takes more than good intentions. This post breaks down the Five Behaviors® model—trust, conflict, commitment, accountability, and results—and explores how each one contributes to stronger teams and personal growth. When individuals commit to these behaviors, teamwork becomes a competitive advantage.
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Why This Matters Now
Many organizations say they have great teamwork, but few invest in how that teamwork actually works. Real collaboration does not happen by accident. It is built through consistent habits and shared understanding.
The Five Behaviors® framework, developed by Wiley and based on Patrick Lencioni’s book The Five Dysfunctions of a Team, offers a simple and powerful roadmap for team development. Whether you lead a small department or an executive group, these five behaviors are the foundation of trust, alignment, and performance.
Trust
Trust is the foundation of every cohesive team and the hardest to create without intention.
Vulnerability-based trust means team members can admit mistakes, ask for help, and share feedback without fear. When it is missing, people become guarded and communication breaks down.
How Five Behaviors training builds trust:
The training gives team members insight into their individual styles, strengths, and fears through assessments and guided discussion. It helps people understand one another’s motivations and communication preferences, which builds empathy and psychological safety. Participants learn to practice openness and honesty through structured activities that make vulnerability safe rather than risky.
Want to try this? Begin your next team meeting by asking everyone to share one thing they are working to improve. Small moments of openness start the process of building trust.
Conflict
Healthy conflict is essential for growth. Yet most teams avoid it because they associate it with tension or negativity. When conflict is handled productively, it leads to better ideas, stronger decisions, and clearer direction. When it is avoided, resentment grows and innovation slows.
How Five Behaviors training builds trust through conflict:
The training helps teams reframe conflict as a healthy exchange of ideas, not personal criticism. Participants learn how their own conflict style influences group dynamics and how to stay respectful while challenging ideas. By learning to navigate disagreement constructively, teams see that open debate does not damage relationships—it deepens trust because members feel heard and valued.
Want to try this? When you disagree, start by saying, “Help me understand your perspective.” or “Can you walk me trough your thinking?” It shows curiosity and creates a safe path into conflict.
Commitment
Teams struggle to commit when they do not fully understand or believe in the decisions being made. True commitment happens when everyone has had the opportunity to weigh in, even if they do not all agree.
How Five Behaviors training builds trust through commitment:
The training helps teams practice clear communication and decision-making processes that include every voice. When team members experience that their input matters, they develop confidence in the group and in leadership. This transparency builds trust, even when tough calls are made, because people know the process was fair and inclusive.
Want to try this? Close important meetings with “What did we decide?” and “Who is responsible for what?” Clarity reinforces commitment.
Accountability
Accountability is often uncomfortable, but it is vital for trust. When team members hold one another accountable, it shows respect for shared goals rather than control or blame.
How Five Behaviors training builds trust through accountability:
The training gives teams the language and structure to address performance and behaviour in a healthy, consistent way. Participants practice giving and receiving feedback through role-plays and guided conversations. When accountability becomes normalized, trust grows—because everyone knows expectations are clear and fair.
Want to try this? As a team, agree that anyone can ask, “How are we doing on this?” Make it an open invitation rather than a confrontation.
Results
Teams that trust one another and stay aligned around common goals achieve stronger results.When individuals focus only on personal wins, the team’s overall performance suffers. When they focus on collective success, everyone benefits.
How Five Behaviors training builds trust through results:
The training helps teams set shared goals and connect individual priorities to the bigger picture. It creates a clear link between collaboration and performance. As people see the impact of working together, their confidence and trust in one another increase. Teams move from competing internally to celebrating shared success.
Want to try this? Keep your top three goals visible and review progress regularly. It keeps results and accountability front and center.
Click here to learn more about The Five Behaviors!
Why It Works
The Five Behaviors® Personal Development program helps individuals understand how their actions influence the team’s success. It blends self-awareness with practical skill-building, giving teams a common language and framework for stronger collaboration.
When teams practice these five habits, they build a culture where trust deepens, communication improves, and results follow.
Want to learn more about bringing The Five Behaviors® into your team?
X5 Management is an award-winning Authorized Partner for The Five Behaviors™ programs. We help organizations turn these concepts into daily habits that strengthen leadership, develop cohesive teams, and drive measurable performance.
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