Patrick Lencioni’s 5 behaviours -model – gamified development process
People regulate their actions in a team according to their action-based style (Disc), personality, and role in a team. Agreed action models born to the team impact how the team works. Successful teams’ 5 levels according to Patrick Lencioni are:
Are there harmful operating models in the team?
Successful team has often an obstacle that the team cannot utilise all the views within the team and this leads to worse decision-making, weaker commitment, decreases common responsibility taking and through all this impacts results. Harmful operating models lead to politics, under optimising and wasting time. In a successful team there is good cohesion, dialogue is based on unlimited trust, all matters can be discussed directly and openly. Differing opinions are not swept under the rug, but everyone is expected an opinions and through that commitment to the team.
Two modules of the development process
Open the team’s current state according to Patric Lencioni’s model of thinking. Wiley’s research.
Seeking a common understanding of the model, it’s benefits, current state, wanted state and growth path. Muutostaito coaching game.
Make a 2-4 meeting change journey towards the goal. Team’s cohesion and operating models improve.
Measure the results. Wiley’s research.