The Five Behaviors® Team Development — WorkWise Authorized Partner
This isn't for teams that want a quick fix.
It's for the ones willing to do the hard work — and come out the other side genuinely different.
You have good people. And some who may not be the right fit anymore. This process will reveal both.
It's not a talent problem. It's the politics nobody addresses. The turf wars. The posturing. The meetings where everyone agrees and nothing changes. No amount of individual development fixes a broken leadership team.
Your leadership team is either your greatest competitive advantage — or the reason you're leaving results on the table.
Most leadership teams will never do this work.
Not because they can't. Because it requires honesty, vulnerability, and the commitment to see it through.
The ones who do? They never look back.
Before we go further — three honest questions.
These aren't trick questions. They're the ones that determine whether this work will actually take hold.
Is this group truly functioning as a team?
Teams are a relatively small number of people who meet regularly and are collectively responsible for results. They share common goals — and the rewards and responsibilities for achieving them. If that's not true yet, we need to talk about that first.
Is the leader truly committed?
Leadership matters more than anything else in this process. The leader must understand the power of teamwork and be prepared to lead by example — dedicating real time and energy to the effort. Without that, nothing sticks.
Is the team ready for it?
The advantages of a high-functioning team are enormous. But they can only be achieved if the team is willing to invest time and emotional energy in the process. This doesn't work for teams looking for shortcuts, half measures, or someone else to blame.
We've Guided Hundreds of Teams Through This.
We don't show up with a proposal. We show up with questions. Before we recommend anything we invest time learning your team — your history, your dynamics, what's working and what everyone already knows isn't.
We've worked with skeptical teams. Struggling teams. Teams that thought they were fine — until the data showed them otherwise.
What we know after nearly 40 years: the teams that do this work don't just get better. They become something different. Something most organizations never experience.
Start
01 — Discovery
Before we recommend anything, before a proposal, before an assessment — we invest time learning your team. Your history. Your dynamics. What's working and what everyone already knows isn't. We ask hard questions. We listen more than we talk. And at the end we tell you honestly — is this the right fit and is your team ready?
02 — Foundation
Your team will discovers how they're wired — what drives them, what drains them, and how they're showing up to the people around them. Walls come down. A shared language is built. And everything that follows gets deeper because of it.
02 — Foundation
03 — Trust
Most teams confuse familiarity with trust. Vulnerability-based trust is different. It's the willingness to say I was wrong. I don't know. I need help. Without it your team spends more energy on self-protection than results. We surfaces the truth about where trust actually stands — what builds it on your specific team and what breaks it.
04 — Conflict
If your meetings are comfortable — that's the problem. Teams that master healthy conflict make faster decisions, surface better ideas, and eliminate the back-channel conversations that quietly destroy alignment. This session gives your team permission to disagree well — and the skills to do it.
04 — Conflict
05 — Commitment
Everyone nodded in the meeting. Nobody actually committed. Commitment doesn't require everyone to agree — it requires that every voice was genuinely heard and that the team moves forward as one. This session builds that discipline. The ability to decide. And mean it.
06 — Accountability
Most teams won't say it out loud — we see the problems, we just don't say anything. The relationship feels too important. So the standard slips. Resentment builds. Peer accountability — real accountability to each other, not just to the boss — is what separates a group of leaders from an actual team. This session doesn't talk about accountability. It practices it.
06 — Accountability
07 — Results
This is where everything lands. Cohesive teams are obsessive about collective outcomes — intolerant of anything that serves individual interests over the common good. Your team defines its scoreboard, commits publicly to outcomes, and reviews progress honestly. We close with a Progress Report — a real assessment of how far your team has come and what needs to happen next.
Between Every Session
The sessions are hard. You learn new things. You're pushed in ways you haven't been before.
But the transformation happens because you keep doing the work between them. Building new habits. Using new tools. Showing up differently in real situations.
We provide individual reflection activities and team commitments between each session — delivered through the WorkWise platform. Share information. Assign work. Track goals. Observe how behaviors are actually shifting in real life.
Each time you come back stronger. The team comes back stronger.
That's how real change works.
Between Every Session
Continued Commitment
Transformation doesn't end when the program does.
Great teams need reminders, ongoing conversations, and the discipline to keep the behaviors alive — not another event. We provide a structured program your team works through on their own over the year that follows. And at the end of that year we come back together, reassess your team, and measure how far you've come.
This is what separates a team that had a great experience from a team that actually changed.
Transformed
What Happens on the Other Side.
The politics don't disappear overnight. But something shifts.
Leaders start saying what they actually think — in the room, not the parking lot. Conflict becomes a tool instead of a threat. Decisions get made and actually stick. People hold each other accountable not because they have to — but because they care about each other and the work.
And the people around your leadership team feel it before they can explain it. Energy changes. Culture shifts. The best people stop looking for the exit.
You wanted to win. You wanted people ready to run through walls for this organization. You wanted to leave something behind worth leaving.
This is how that happens.
Is Your Team Ready for This?
Not every team is. But if you've read this far — something here is resonating.
Frequently Asked Questions
-
How long does the process take?
Every journey is different. We work around your schedule and move at the pace that's right for your team. Most complete the initial process in 3–9 months. But speed isn't the point — growth is. You'll start seeing returns within the first few sessions together. This is an investment. And the teams that commit to it fully will tell you it's one of the best they've ever made.
-
What makes WorkWise different from other Five Behaviors® partners?
We don't show up as the experts. We show up as guides — hungry for your team's success and willing to do whatever it takes to get there. We ask hard questions. We notice the room. We dig deep. Every session is built around your team's specific dynamics. We've never facilitated the same session twice — because no two teams are the same. We shift, adapt, and stay with you through the entire journey.
But what really sets WorkWise apart is what happens between sessions. Our platform keeps the work alive — delivering individual reflection, team commitments, and real behavior tracking between every session.
-
Do you need Everything DiSC® before starting Five Behaviors®?
We recommend it. Everything DiSC® on Catalyst™ builds the individual self-awareness that makes team-level work go deeper and hit harder. It's Phase One for a reason.
-
What is the WorkWise platform?
Between sessions team members use our platform to receive information, complete assigned work, track their goals, and observe how their behaviors are shifting. The work doesn't stop when the session ends.
-
What is Continued Commitment?
After the program ends we provide a structured program your team works through on their own over the following year. Great teams need reminders and ongoing conversations — not another event. At the end of that year we come back together, reassess your team, and measure how far you've come.
-
How do we get started?
Book a free Discovery Session. Thirty minutes. We listen. We assess. We tell you honestly what we see.
-
How do we know if our team is ready for this?
Before recommending anything we ask three honest questions. Is this group truly functioning as a team — meeting regularly and collectively responsible for results? Is the leader truly committed and willing to lead by example? And is the team ready to invest real time and emotional energy — not just looking for shortcuts and half measures? If the answer to all three is yes — let's talk.