A cohesive team forms the backbone of any successful organization. This may be in a corporate environment, sports team, or any other group setting. Working well together, trusting each other, and having a common goal are all key success factors. Understanding the five behaviors of a cohesive team can be very important for leaders and managers who seek to develop strong, collaborative teams that can efficiently achieve their objectives. But how can these behaviors be identified and nurtured? This is where psychometric testing comes in, offering a powerful tool to help assess team dynamics and individual traits that contribute to team cohesion. In this blog, we’ll explore the five key behaviors of a cohesive team and how psychometric testing can support the development of these behaviors.
The Five Behaviors of a Cohesive Team
In 2002, well-known business consultant Patrick Lencioni presented a framework called The Five Dysfunctions of a Team. He outlined five main behaviors that can either make or break an organization. These behaviors allow for the achievement of shared objectives by promoting collaboration, trust, and communication among all members. Let’s start by discussing the first of five behaviors:
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Trust
Trust is the base of any successful team. In a team without trust, team members are not going to be open with communication, ideas, or work effectively together. Trust in a team makes its members feel secure enough to say anything and anything, not being afraid of judgment or punishment. Such vulnerability creates an environment in which members can be honest with each other, admit mistakes, and ask for help when needed.
Trust does not develop overnight. It must be earned and continuously fostered. The most powerful way to build trust in a team is to create an open communication environment, where members are encouraged to share not only their successes but also their challenges and setbacks. People will be more likely to be open and to actively engage if they feel that their teammates trust them, and that leads to better collaboration.
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Conflict
While it may seem paradoxical, healthy conflict is an essential component of a harmonious team. Teams that do not engage in conflict or try to silence dissenting voices often experience passivity, disengagement, and resentment. Conversely, teams that embrace constructive conflict can face issues head-on, discuss differences, and come up with creative solutions.
The secret to productive conflict is ensuring that it is respectful and focused on ideas rather than personal attacks. When team members are engaging in healthy debates and discussions, they can come up with well-thought-out decisions that represent the collective input of the group. Such conflict leads to growth and innovation because differing perspectives challenge the status quo and lead to better decision-making.
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Commitment
Commitment in a team context means that every member is on board with the team’s goals and strategies. After discussing ideas, making decisions, and resolving conflicts, team members must commit to the final course of action. Even if not everyone agrees 100%, commitment means that each member understands the decision and fully supports it moving forward.
Commitment also requires clearness in roles and expectations. Once everyone knows their responsibilities and the goals of the team, they are likely to commit their best efforts toward achieving the goals. Without commitment, there is confusion, miscommunication, and missed opportunities.
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Accountability
Accountability ensures that the members of the team actually carry out what they have promised to do and bring in results. A cohesive team is one in which members hold each other accountable in a constructive and supportive manner. When accountability is there, team members will more likely stay on task and ensure everyone contributes to the team’s success.
However, accountability is not the same as micromanaging. A team working in mutual respect and trust is a team that allows each member to take responsibility for their work. If someone is not meeting expectations, others on the team should feel comfortable approaching the person in a manner that encourages growth, not blame. Constructive feedback and a willingness to support one another help create a culture of accountability.
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Results
The end result of a cohesive team is results. A high-performing team is one that focuses on collective goals and works together to meet or exceed expectations. A focus on results helps keep team members motivated and aligned, ensuring that efforts are directed toward the most important objectives.
When results are emphasized, team members understand how their work impacts the whole team and how their contributions would affect the overall success of the team. This clarity brings a sense of purpose to individuals and motivates them to continue working toward achieving the goals of the team. Teams that consistently deliver results often have strong communication, clear expectations, and a focus on continuous improvement.
How Psychometric Testing Supports Team Cohesion
While the five behaviors of a cohesive team lay the foundation, it is equally important to understand how each member’s personality and strengths contribute to these behaviors. This makes psychometric testing a key tool for enhancing team dynamics as well as creating a much more cohesive team.
Psychometric tests are designed to measure an individual’s cognitive abilities, personality traits, behavior patterns, and emotional intelligence. Through these tools, leaders and managers can understand how team members think, work, and interact with others. This can then be used to tailor strategies that enhance team cohesion and improve performance.
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Building Trust with Personality Insights
Psychometric testing could help teams build trust because more would be known about how each member of the team interacts and communicates. The individual would know how a particular team member is likely to behave under pressure, what they are motivated by, and how they want to work, which could help prevent many misunderstandings and create greater empathy.
For instance, certain team members are naturally shy, while others might be more outgoing. This diversity is something that can really be used to help prevent problems when communicating and create a place where everyone feels comfortable talking out. When people understand you, trust is even easier to build.
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Conflict resolution using emotional intelligence
Effective conflict resolution requires emotional intelligence ability to manage one’s emotions and understand the emotions of others. Psychometric tests that assess emotional intelligence (EQ) can provide valuable insights into how individuals handle stress, manage disagreements, and communicate during conflict.
This information can be helpful for teams in developing constructive ways of handling conflict. For instance, if a team member avoids conflict, knowing this beforehand can make the team encourage open discussion and ensure everyone’s voice is heard. In this manner, using emotional intelligence can make the team have healthy debates with each other while keeping respect for each other’s perspectives.
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Commitment Enhancement through Role Clarity
Psychometric testing can help identify strengths and areas of interest for each team member so that roles can be assigned accordingly, based on their natural abilities and motivations. When they are in roles that play to their skills, they become more committed to the team’s goals and objectives.
For example, some people might be better suited to leading while others are more effective as technical experts or creative problem solvers. Knowing this can be discovered through psychometric testing will allow leaders to task in ways that optimize the performance of the team as well as enhance commitment.
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Enhancing Accountability with Self-Awareness
Psychometric tests will also make members of a team become self-aware. In essence, accountability requires self-awareness, so when individuals understand their own strengths, weaknesses, and behavioral tendencies, they are in an appropriate position to take responsibility for the actions and contributions made.
For instance, psychometric tests can indicate that a member of a team has responsibility but not delegation. With such insight, the person is better able to recognize when he or she is over-extending him or herself to manage his or her responsibilities more effectively and work better with others.
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Team Composition Driving Results
Finally, psychometric testing can help leaders compose teams that complement each other’s strengths and fill gaps in skills or personalities. With psychometric data to guide them on how people will work together, leaders can compose teams more likely to produce outstanding results. For instance, a combination of creative thinkers, detail-oriented planners, and effective communicators may make up a more balanced and effective team.
Psychometric testing can even give a complete view of teamwork dynamics, which could better help leaders set realistic expectations. They can track their journey and ensure that everyone contributes positively toward the achievement of what the team wants to see.
Conclusion
A cohesive team can never be built without commitment to understanding five major behaviors: trust, conflict, commitment, accountability, and focus on results. While these behaviors are the very core of team success, psychometric testing goes a long way in discovering individual personality traits, emotional intelligence, and behavioral patterns, assisting leaders in building a stronger, more efficient team. By combining these five key behaviors with psychometric data, businesses can form teams that collaborate seamlessly, resolve conflicts constructively, and deliver outstanding results.