The Five Behaviors™ Facilitation Kit Powered By All Types™ | Trive

The Five Behaviors™ Facilitation Kit Powered By All Types™ | Trive

The Five Behaviors™ Facilitation Kit Powered by All Types™


Everything you need to successfully facilitate The Five Behaviors™ Powered by All Types™ sessions. This kit includes a USB drive installed with a Facilitator’s Guide, which includes scripted sessions and experiential activities; presentation materials; handouts; PowerPoint slides with 40+ minutes of video; and sample reports to help facilitators prepare for team sessions. Also included are audio podcasts that allow you to listen to insights on each of the five behaviors, the team profile, and the Annotated Team Report.

Based on the work of Patrick Lencioni’s international best-seller, The Five Dysfunctions of a Team and Carl Jung’s theory of psychological types, The Five Behaviors® Powered by All Types™ helps teams achieve greater effectiveness and productivity and understand how individual personalities and preferences contribute to the team’s overall success.

The Five Behaviors Powered by All Types is designed exclusively for teams within organizations that apply tools based on Jung’s theory of psychological types, like the MBTI instrument[1], as their preferred indicator of personality. This program creates a learning experience that helps teams understand how they score on the components of The Five Behaviors model: Trust, Conflict, Commitment, Accountability, and Results, and discover how each individual’s unique personality type brings value to the team.

Building a cohesive, productive team takes work, but the payoff can be huge—for individuals, the team, and the organization.


Progress Report


The Five Behaviors® Progress Report highlights areas of greatest improvement and decline, offers productive points of discussion, and provides an action plan to help teams prioritize and set specific goals. You'll be able to compare how a team’s performance has changed over time and highlights areas of greatest improvement and of greatest decline.

The Progress Report also includes:

  • Your Team’s Survey Results
  • Points of Discussion
  • Action Plan
  • Identify the team’s priorities for improvements
  • Set specific goals
  • Appendix
  • What is the Annotated (Facilitator) Progress Report?

The Annotated Progress Report is a personalized report specifically for the facilitator. The report will help you understand how to use The Five Behaviors Progress Report by giving you a snap shot and insight into your team’s scores. A sample report is coming soon.

Who is it for?

Any team that was a good candidate for The Five Behaviors of a Cohesive Team assessment is qualified to take The Progress Report. You may choose to review the section on assessing a team’s readiness in the Getting Started Guide in your facilitation kit in order to make sure the team is still a good fit.

Why should I use this tool? How will it help my team?

“Teamwork ultimately comes down to practicing a small set of principles over a long period of time.” —Patrick Lencioni The Five Behaviors program is a framework that helps team members have deeper conversations about how they work together on a day-to-day basis. It’s a program that is rich enough for a team to come back to again and again. The Progress Report is designed especially to show a team how its behaviors have changed as compared to the last time the team was assessed. In addition to showing the improvements on the team, the report outlines challenges that may be hindering further development. The Annotated (Facilitator) Progress Report will give the facilitator an overview of the team’s data. It also includes facilitation on how to facilitate a Five Behaviors session.

What are the best practices for using this tool?

  • Before using this tool, you should give team members enough time to implement the action plans they committed to when they began this process.
  • Keep in mind, once you run a Progress Report, every report run after that is compared to the previous Progress Report—not the original report.
  • Look at the numbers in addition to the colors in the pyramid to gauge improvement because the colors only tell part of the story. Keep in mind that lower scores don’t necessarily mean things are getting worse; people may be more honest when answering the questions the second time around, which could make some scores go down.
  • Review the model with the team before you hand out the report. As soon as the team members get the report in their hands, they’ll go straight to the numbers, so you’ll want to emphasize that the report is designed to serve as a conversation starter about where the team is and where it wants to be.

When do I use the Progress Report versus starting over?

Periodically check your team’s progress using The Five Behaviors Progress Report. Although, if a team has a new leader, we recommend they re-take the original Five Behaviors assessment. Additionally, if more than 40% of the team has changed since the original assessment was administered, we recommend re-administering the assessment and having the team create new action plans for improvement.

How long should I plan for a Progress Report session?

A typical engagement would likely last 2–4 hours; however, the timing will depend on your goals as the facilitator and the needs of the team.

What do I do when a new member joins the team?

If one or two people have joined the team since the original assessment was completed, you will still be able to add their data to The Progress Report. These members will need to take the assessment to receive their personality narrative. They will answer questions about the team and receive their own Progress Report. You may want to recommend that they read The Five Dysfunctions of a Team in order to give them a deeper understanding of the model. Alternatively, you could meet with them separately to bring them up to speed prior to any engagement with the whole team.

Does each team member receive an individual report?

Yes, each team member will receive a personalized report. This report includes the person’s personality style and narrative from the original report in addition to outlining the team’s progress.

How do I get trained to use the Progress Report?

There are several facilitation tips and tools throughout the Annotated (Facilitator) Progress Report. This free resource also includes optional activities you can utilize in a Five Behaviors session. We encourage you to take The Five Behaviors of a Cohesive Team™ Facilitator Accreditation course.


Comparison Report


The Five Behaviors Comparison Reports are follow-up reports that can be created for any two participants to illustrate their similarities and differences. Based on data from the personality items in The Five Behaviors assessment, the reports are organized around The Five Behaviors model and illustrate two continua per behavior. The research-validated comparison reports can be used to continue to instill The Five Behaviors model and language and to emphasize the importance of the behaviors for both individual relationships and team functioning.

Why use Comparison Reports with a team product?

The Five Behaviors® program is designed to help teams become more efficient and effective. But, of course, teams are made up of individuals, so one-on-one relationships can have a big impact on a team as a whole. Comparison Reports are a great tool to use to help team members learn more about one another and improve their individual relationships and, by extension, their ability to work together. Whether introducing new teammates, helping to build rapport, or working to resolve an interpersonal conflict, Comparison Reports can be a great addition to a Five Behaviors program.

How can I use the Comparison Reports?

There are a number of ways to incorporate Comparison Reports into your programs, depending on the team and its needs:

  • During a workshop: At the end of each module, assign pairs and give participants the page from the Comparison Report that corresponds to that module’s behavior. Allow time for the pairs to work through the page. This will both deepen their understanding of the behavior and help to build interpersonal relationships. You could elect to use the same pairs for each module or switch them up each time. EPIC will allow you to print Comparison Reports for all possible team member combinations.
  • In between sessions: If you’re facilitating The Five Behaviors over multiple sessions, you could use the Comparison Report as homework. Assign pairs, have the participants meet in between sessions to discuss their Comparison Reports, and ask them to prepare to share their findings and experience during the next session.
  • For new team member(s): To help a new team member get acclimated more quickly, have that person go through a Comparison Report with each team member one-on-one. The new team member will get a chance to learn more about his or her new colleagues and how they might best work together while also being exposed to The Five Behaviors model and language.
  • In conflict situations: If the conflict between two team members is affecting the team, the Comparison Report can be used to help them examine why they may be having difficulty working together and explore ways in which they might resolve their issue(s). Depending on the nature/severity of the conflict, the two members could work one-on-one, or you could facilitate the conversation.
  • As a follow-up/reminder: Comparison Reports can be used as part of team meetings (for example, team members could meet in pairs for 10 minutes during the meeting to review their reports) or as part of a more formal follow-up to a Five Behaviors program. In either case, the report can be used to continue to instill The Five Behaviors model and language and to emphasize the importance of the behaviors for both individual relationships and team functioning.

What are the best practices for using Comparison Reports?

There are a few general guidelines to keep in mind when using Comparison Reports in your programs:

  • Be flexible about how and when to use Comparison Reports. There’s no one “ideal” time to introduce the reports: depending on the needs of the team, they can be incorporated at different times during The Five Behaviors program or as a follow-up to the program. But whenever you do introduce them, be sure to explain why you’re doing so at that point and how the reports can help each team.
  • Be selective in pairing team members to ensure that they get the most out of the Comparison Reports. It may not be necessary or helpful to run a report for all possible team combinations. If you have a team of more than five people, running reports for all of the pairs can create an overwhelming amount of information for participants to process.
  • Avoid simply distributing Comparison Reports without comment. To encourage participants to read and discuss their reports, explain how to use this tool and the benefits of doing so.
  • Consider whether pairs can review the reports without the aid of a facilitator. Unless there’s a serious problem between two participants, it may be sufficient to have the two individuals review their report one-on-one. In such cases, it will be even more important to provide a concrete introduction to the tool.
  • Try to ensure that the two team members being compared in a report look over their results together. Although there’s value in an individual reviewing a report on his or her own, the real benefit will come from reviewing the report in pairs. This will allow participants to explore whether they agree or disagree with the results and what the results mean within the context of their unique working environment. This conversation can also help prevent misunderstandings.
  • Encourage participants to personalize their reports by using a check mark to indicate where the description seems accurate, an “x” where it doesn’t, and a question mark wherever they’re unsure. This will help them get more out of their reports and their discussions.
  • Keep in mind that Comparison Reports can be useful not only for dissimilar team members, but also for team members who are similar to one another. Pairs who share similar traits may learn just as much about how best to work together as pairs who are opposites. Similarly, the reports can provide valuable feedback for high-functioning pairs as well as pairs experiencing interpersonal challenges.

[1] Myers-Briggs Type Indicator, Myers-Briggs, MBTI and MBTI Logo are trademarks or registered trademarks of the Myers & Briggs Foundation in the United States and other countries.


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