The Five Behaviors® Team Progress Report
Measure Growth, Strengthen Cohesion, and Continue Your Team’s Development Journey
The Five Behaviors® Team Progress Report not only highlights the progress your team has made but also provides clear guidance on how to sustain and further enhance your collective performance. With ongoing insights from the DiSC® assessment and the Five Behaviors® model, this report is an essential tool to keep your team focused on continuous improvement and long-term success.
Designed for teams that have completed their initial Five Behaviors® training, the report revisits the five key behaviors—Trust, Conflict, Commitment, Accountability, and Results—offering insights into how the team has progressed over time and identifying new areas for growth. It also identifies new areas of focus to ensure continued progress toward achieving cohesive teamwork.
The Team Progress Report offers a follow-up to the initial Annotated Team Report, allowing teams to reflect on their development and evaluate their progress in key behavioral areas.
This report includes updated DiSC® insights, providing valuable feedback on how team members’ interactions have evolved and where there are opportunities for further growth.
By revisiting the core behaviors, teams can ensure they stay on track to achieve long-term success and alignment.
“The Five Behaviors® Team Progress Report is an essential tool for any team committed to continuous improvement. It offers a detailed assessment of team performance, enabling teams to track their progress, celebrate successes, and identify areas for further development.” —Frank November, CEO, Symphony 100
Purpose & Features of the Five Behaviors® Team Progress Report
Post-Training ReflectionThe report offers a follow-up to the initial team assessments, such as the Annotated Team Report, allowing teams to reflect on their progress in implementing strategies discussed during the initial Five Behaviors training. Ongoing DevelopmentTeams can use this report for quarterly or annual reviews to measure improvement in trust, conflict management, and accountability. It ensures teams maintain momentum and focus on achieving results. Real-Time AdjustmentsFor teams undergoing significant changes or challenges, the report offers an opportunity to reassess dynamics and adjust their collaborative approach to stay aligned with organizational goals. Updated DiSC® InsightsThe Team Progress Report also includes updated DiSC® insights, providing valuable feedback on how individual team members’ styles and interactions have evolved. It offers actionable strategies to further improve collaboration, identify areas of strength, and address emerging challenges, ensuring continued team development and success. |  |
"Successful teams invest time in shaping and agreeing on a purpose that they collectively own. This 'purposing' activity is critical to maintaining direction and commitment." -Jon Katzenbach and Smith, D. K., "The Discipline of Teams", Harvard Business Review, 1993.
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Post-Training Reflection | Quarterly or Annual Team Reviews | Real-Time Adjustments for Challenging Teams |
UUse this report to assess how well the team has implemented strategies from their initial training session, and reflect on progress made in key behavioral areas. | Incorporate the Team Progress Report into regular team meetings to track ongoing improvements in trust, conflict, and accountability. | Teams facing significant changes or challenges can use this report to reevaluate team dynamics and make necessary adjustments.. |
"When there is trust, conflict becomes nothing but the pursuit of truth, an attempt to find the best possible answer." -Patrick Lencioni, “The Advantage: Why Organizational Health Trumps Everything Else In Business," John Wiley & Sons, 2012.
 | Team Dynamics OverviewA snapshot of how the team scores across the five behaviors—Trust, Conflict, Commitment, Accountability, and Results. |
| In-Depth Behavioral FeedbackDetailed feedback with practical suggestions for how the team can improve in each area. |
| Tailored Team InsightsCCustomized feedback based on team input, addressing the unique strengths and challenges specific to your team. |
| Real-Life ExamplesCommentary with real-world examples to help contextualize the feedback and make it actionable in daily operations. |
| Comprehensive Behavioral AnalysisA thorough analysis of how each team member’s style contributes to or hinders team cohesion, along with suggestions for improvement. |
Streamline Your Team Development Efforts
The Five Behaviors® Team Progress Report is ideal for busy leaders and managers, simplifying complex data into actionable insights. By using the report, you can quickly measure the impact of your development strategies, share successes, and pinpoint areas for improvement. It’s a tool designed to foster collaboration and achieve collective goals efficiently.
Revisit your progress and reinforce your commitment to collaboration with the Five Behaviors® Team Progress Report.
Measure your team’s growth and stay on track for success.
Enhance Your Development
With Symphony 100 Services and Certified Practitioners
Participate in workshops led by experienced facilitators, trainers, and coaches who are Certified Practitioners of Everything DiSC® and The Five Behaviors® to maximize the impact of your assessment and profile.
These experts bring the assessments, profiles, and reports to life, applying their insights to real-world leadership and teamwork situations. Symphony 100 offers standard workshops, customized signature programs tailored to your needs, and comprehensive executive and team-based coaching and business consulting services. This blend of personalized, expert support ensures you receive the most effective development experience possible.
Workshop Packages
Symphony 100 workshops are designed to inspire growth, collaboration, and leadership at every level of your organization. Our workshops are rooted in proven methodologies like Everything DiSC® and The Five Behaviors®, which provide actionable insights that drive real change. Whether you want to strengthen team dynamics, enhance leadership capabilities, or align your organization for success, our offerings are flexible and customizable to meet your unique goals.
Explore our Standard Workshop Series for ready-to-go solutions, or dive into the Signature Series for a fully tailored experience designed around your team’s needs.
Technical Support | Assessments, Profiles, and Reports
Technical Support | Assessments, Profiles, and Reports
A dedicated tech team provided by John Wiley & Co. is available 24 hours a day, every day, to assist Learners and Client Administrators with technical issues related to all Everything DiSC® and The Five Behaviors® applications, including assessments, profiles, reports, and their administration. Support is available via chat, phone, and email.
Non-Technical Support | Assessments, Profiles, and Reports
Through our coaching programs, Symphony 100 offers ongoing non-technical support and guidance for Learners and Client Administrators. Please book a one-on-one meeting with our staff to analyze, discuss, and further understand Everything DiSC® and The Five Behaviors® profiles and their related reports, including essential nuances.
Refunds & Cancellations | Assessments, Profiles, Reports
A request for a cancellation and refund must be received in writing to the email from which the login data was sent within 14 working days of the purchase date. Requests will only be accepted if logon credentials are not utilized. Refunds will be processed within 14 working days of receipt of the request, less a 5% cancellation fee
Facilitation Success: The Key to Lasting Impact
Effective facilitation is the cornerstone of meaningful change, driving team development, leadership growth, and organizational transformation. Whether you’re considering an internal, external, or hybrid facilitation approach, the success of any initiative hinges on the right strategy and the facilitator’s ability to create engagement, foster collaboration, and guide teams toward actionable outcomes. Choosing the most suitable facilitation model is more than logistics; it’s about aligning resources with your goals for maximum impact.
Equally important is the caliber of the facilitator. A successful facilitator combines several attributes, including emotional intelligence, strong communication skills, and adaptability, with specific experience and competencies in tools like Everything DiSC® or The Five Behaviors®. By understanding the roles and requirements for success, you can empower facilitators to drive transformative results, no matter the scope or complexity of your goals.
External Facilitators
Using External Facilitators
PROS/Benefits vs. CONS/Risksand Best Practices
PROS/Benefits
Fresh Perspectives and Expertise
External facilitators bring new ideas, approaches, and industry insights that internal employees might not be exposed to, potentially driving innovation and improvement.
Objectivity and Neutrality
Being independent, external facilitators provide unbiased guidance and can manage sensitive topics neutrally, which is beneficial in complex team dynamics or organizational changes.
High-Level Specialization and Experience
They often have specialized skills and experience in facilitating challenging or particular topics, having worked across different organizations and settings.
Enhanced Credibility
The involvement of external experts can enhance the perceived credibility of Everything DiSC programs, especially on complex subjects where external validation is essential.
CONS/Risks
Higher Costs
Hiring external facilitators can be more expensive than internal facilitators, mainly if travel or premium rates apply. Regular external training sessions significantly increase training budgets.
Less Organizational Familiarity
External facilitators may require more time to understand the organization's culture and dynamics, which could impact the effectiveness and relevance of training.
Possible Disconnect
There is a risk that external facilitators might not fully align with the company's values or the specific nuances of its internal processes, potentially leading to recommendations that are not feasible or well-suited to the organization's actual operating environment.
Dependency
Relying on external facilitators might create a dependency, where the organization feels unable to handle training and development internally, which might affect long-term capacity building.
Best Practices
Clearly Define Objectives
Ensure that the goals and expected outcomes of the training are clearly defined and communicated to the external facilitator.
Regular Feedback
Establish a system for regular feedback and check-ins during the training process to ensure alignment and promptly address any emerging issues.
Confidentiality Agreements
Implement strong confidentiality agreements to protect sensitive information and maintain trust.
Provide Comprehensive Briefings
The external facilitator should be thoroughly briefed on the organization's culture, values, and specific needs to tailor the training effectively.
Integration Plans
Develop a plan for integrating the insights and strategies introduced by the external facilitator into ongoing internal practices to ensure sustained impact.
Internal Facilitators
Using Internal Facilitators
PROS/Benefits vs. CONS/Risksand Best Practices
PROS/Benefits
In-depth Organizational Knowledge
Internal facilitators deeply understand the company's culture, processes, and history. This enables them to tailor training sessions that are directly relevant and resonate more with employees.
Cost-Effectiveness
Using an internal facilitator can be more budget-friendly over the long term, especially if frequent training sessions are needed. There are no additional costs, such as hiring fees or travel expenses.
Long-Term Engagement
Internal facilitators can continuously reinforce learning principles and track development progress over time, facilitating sustained learning and integration of new skills.
Building Internal Capabilities
Developing facilitation skills within the organization can help build a pool of competent facilitators who can address various training needs as they arise, enhancing organizational capacity.
CONS/Risks
Potential Bias and Blind Spots
As part of the organization, internal facilitators might have existing biases or be perceived as having biases that could affect the openness and honesty of feedback and session participation.
Limited External Perspectives
Internal facilitators may lack exposure to different industries or innovative practices that external professionals might bring.
Resource Allocation
Allocating internal staff to facilitate sessions can strain resources, especially if these employees also have other roles and responsibilities within the organization.
Best Practices
Continuous Professional Development
Provide ongoing training and development opportunities for internal facilitators to ensure they are exposed to new ideas and methodologies.
Rotation and Fresh Perspectives
Rotate internal facilitators periodically or bring in guest trainers to keep the training content fresh and engaging.
Clear Boundaries
Establish clear boundaries to minimize biases and ensure that facilitators can maintain objectivity.
Feedback Mechanisms
Implement robust feedback mechanisms to continually improve the training sessions based on participant insights and experiences.
Balancing Responsibilities
Ensure internal facilitators have sufficient time and resources to dedicate to training without compromising their other responsibilities.
A Hybrid of Internal & External Facilitators
Using a Hybrid of Internal & External Facilitators
PROS/Benefits vs. CONS/Risks and Best Practices
PROS/Benefits
Comprehensive Expertise
Combines the in-depth organizational knowledge of internal facilitators with the specialized skills and fresh perspectives of external experts, enhancing the Everything DiSC training content, making it relevant, and enriching it with diverse insights.
Enhanced Credibility
The involvement of external experts can enhance the perceived credibility of the Everything DiSC programs, especially on complex subjects where external validation is essential.
Flexibility and Resource Efficiency
The hybrid model allows organizations to manage resources more efficiently. Internal facilitators handle the bulk of ongoing development needs, while external facilitators can be brought in for specialized training or during peak periods, reducing the strain on internal resources.
Continuous Learning and Improvement
Internal facilitators can learn new techniques and skills from their external counterparts, enhancing their training capabilities. This ongoing professional development helps maintain high standards of facilitation within the organization.
Customization and Relevance
External facilitators can adapt their knowledge to the organization's context, leveraging internal facilitators' insights to address unique challenges and needs specific to Everything DiSC.
CONS/Risks
Coordination Challenges
Strong coordination and communication are required to ensure consistency in training objectives, methodologies, and outcomes. Misalignments can lead to mixed messages and diminished training effectiveness.
Potential Conflict
Differences in training styles, methodologies, or personality types between internal and external facilitators might lead to conflicts, affecting the training environment and outcomes.
Increased Costs
While more resource-efficient in some respects, a hybrid approach can increase costs compared to using only internal facilitators. Budgets must account for external facilitator fees, including travel and accommodation expenses.
Dependency Risks
Dependence on external facilitators for certain types of training might inhibit the long-term development of internal capabilities in those areas.
Confidentiality and Security
Introducing external facilitators into sensitive internal training sessions can raise confidentiality and data security issues. Strong agreements and trust are crucial to mitigate these risks.
Best Practices
Establish Clear Roles and Responsibilities
Define specific roles for both internal and external facilitators to avoid overlap and ensure accountability.
Align on Training Goals, Content, and Methodologies
Ensure all facilitators are aligned on the objectives, content, and methodologies of Everything DiSC to provide a consistent training experience.
Facilitate Regular Communication
Hold regular communication and feedback sessions among all facilitators to share insights, progress, and challenges.
Encourage Learning Opportunities
Allow internal facilitators to learn from external experts through shadowing, co-facilitation, and post-training debriefs.
Carefully Select External Facilitators
Choose external facilitators based on their compatibility with the organizational culture and experience working in hybrid environments.
***Note on the Hybrid Approach
Implementing a hybrid approach to facilitation can significantly enhance the effectiveness of Everything DiSC training programs by leveraging the unique strengths of both internal and external resources.
Facilitators play a vital role in shaping leadership effectiveness and organizational culture by developing communication, problem-solving, and conflict-resolution skills. Continuous professional development is crucial for staying updated on facilitation trends and best practices.
Anticipating challenges, fostering open communication, and seeking advice from experienced facilitators like Symphony 100 can enhance facilitation processes and decision-making, leading to organizational success.
Key Attributes for Effective Facilitation
Strategic Thinking
A deep understanding of business strategy development and implementation is essential for guiding leaders in crafting strategic visions.
Visionary Leadership
Visionary leadership requires guiding leaders in articulating a clear vision and rallying the organization around it.
Change Management
Skills in leading organizational change and ensuring effective execution are vital for helping leaders navigate through transformations.
Critical Skills for Successful Facilitators
Facilitators are crucial in driving organizational change, enhancing team dynamics, and fostering continuous learning within Everything DiSC®. Here are the essential attributes of proficient facilitators:
Strong Communication Skills
Effective facilitators excel in verbal and written communication, articulating ideas clearly, listening actively, and adjusting messaging to suit diverse audiences.
Deep Knowledge of Learning Principles
Familiarity with educational theories, adult learning techniques, instructional design, and the ability to adapt teaching methods to different learning styles, especially within leadership contexts.
Expertise in Group Dynamics
Skillful in managing group dynamics, identifying undercurrents, steering discussions constructively, resolving conflicts, and fostering an inclusive environment during leadership training sessions.
Problem-Solving Skills
Strategic thinkers with strong analytical abilities, capable of diagnosing team issues and offering practical solutions, acting as mediators and negotiators.
Organizational Savvy
An understanding of internal politics and culture, aligning facilitation strategies with organizational goals, and enhancing credibility and influence in leadership contexts.
Project Management Capabilities
Oversees leadership training programs or change initiatives, ensures timely completion, stays within budget, and achieves intended outcomes.
Continuous Learning and Adaptability
Lifelong learners who update skills and knowledge, adapt to changing needs and integrate new tools and technologies into facilitation practices.
Competencies, Skills, and Knowledge Areas for Interpreting Profiles & Reports
These skills and knowledge areas ensure that a facilitator or practitioner can effectively understand and leverage the Everything DiSC® supplement report to enhance individual and organizational performance.
Basic Understanding of DiSC® Theory
Knowledge of the DiSC® model, including the four primary behavior types, Dominance, Influence, Steadiness, and Conscientiousness, and how they influence communication and behavior in the workplace.
Facilitation Skills
Ability to effectively lead discussions and workshops, ask probing questions, and facilitate group interactions to maximize learning and engagement.
Interpretative Skills
Competence in analyzing DiSC® assessment results and translating them into meaningful, actionable insights for participants.
Communication Skills
Strong verbal and written communication skills to clearly and effectively convey the nuances of DiSC® profiles and their practical implications.
Application Knowledge
An understanding of how to apply DiSC® principles in various contexts, such as leadership development, team building, conflict resolution, and personal growth.
Adaptability and Sensitivity
Ability to adapt facilitation techniques to suit diverse groups and organizational cultures while being sensitive to participants' differences and needs.
Analytical Thinking
Skill in using logical reasoning to identify patterns and draw conclusions from DiSC® data and other behavioral indicators.
Continuous Learning
Commitment to ongoing education and professional development in DiSC® methodologies, new research in psychology, and evolving best practices in training and development.
Relevant Educational Background
Certifications and Professional Development
Pursuing relevant certifications and professional development opportunities enhances skills, validates expertise, and demonstrates commitment to the profession.
Degrees
Degrees in business, education, psychology, or related disciplines provide a strong foundation for facilitators.
Relevant Experience Examples
Corporate Training
Leading workshops and training sessions focused on leadership development.
Consulting
Providing strategic advice and facilitating organizational change for leadership teams.
Team Leadership
Managing teams or departments, focusing on leadership development and performance improvement.
Conflict Resolution
Mediating disputes and fostering collaborative environments in leadership settings.
Project Management
Overseeing leadership development projects from inception to completion, ensuring goals are met within constraints.
Public Speaking
Delivering presentations and speeches to diverse audiences, enhancing communication and engagement skills in leadership contexts.