Are You a Good Team Player? It Could Be Your Greatest Asset.

The single most untapped asset for any well-functioning nonprofit is teamwork. Team members that can learn to work together more efficiently and effectively will become a more cohesive team, be more productive, higher-functioning, and be able to achieve the collective results that have been set. It will also make going to work a lot more enjoyable.

The Five Behaviors of a Cohesive Team model can help you understand how teams behave as a unit and how to work, individually and collectively, more effectively.

The Five Behaviors of a Cohesive Team ™ is based on the work of Patrick Lencioni. You may have read his 2002 best-selling book, “The Five Dysfunctions of a Team”. Lencioni’s model is built around five interdependent constructs:

Trust One Another – Trust is the foundation of the model. When team members are genuinely transparent and honest with one another, they are able to build vulnerability-based trust.

Engage in Conflict Around Ideas – When there is trust, team members are able to engage in unfiltered, constructive debate of ideas. Healthy conflict means team members have had the opportunity to share ideas, thoughts, and be heard.

Commit to Decisions – Team members can have health conflict and disagree, but when they are able to offer opinions and debate ideas without fear, they will be more likely to commit to decisions once they are made.

Hold One Another Accountable – When team members put the team’s goals ahead of their own personal goals, and everyone is committed to a clear plan of action, then they will be more willing to hold one another accountable.

Focus on Achieving Collective Results – The ultimate goal of building greater trust, conflict, commitment, and accountability is one thing: the achievement of results.

Team that are able to embrace the Five Behaviors model will have the emotional grounding needed to establish strong bonds and commitment, proactively create a contract among team members about how the team will succeed, and give the team (and leadership) the information they need to follow through on future team development plans.

So how do you stack up as a team member? Here’s a few Q&A that are good to know before your next interview.

Howard Fox is an Executive and Leadership Coach. His coaching method is knowledge-based and leverages  the tools that have roots in psychology, adult development, communication, and leadership.  Howard received his coach training from Fielding Graduate University in Santa Barbara, CA, and a certified DiSC, MBTI, and Leadership Challenge facilitator and coach. His favorite local coffee shop in Chicago is Overflow Coffee Bar.

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