Unlocking Team Potential - Exploring the 5 Key Behaviors of a Team
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Welcome to our insightful webinar designed specifically for HR professionals and managers. In this session, we delve into "The 5 Behaviors of a Team," a comprehensive framework for enhancing team effectiveness and fostering a more cohesive and productive work environment. This webinar will guide you through essential behaviors pivotal in building and sustaining high-performance teams within any organization. We will review the 5 behaviors of a team and practical tips for maintaining these behaviors long-term for continuous team development.
Learning Objectives Covered During This Session:
- Understand “Trust Building”- Understanding the foundation of vulnerability-based trust and its role in team dynamics.
- Understand “Mastering Conflict” Techniques to embrace and effectively manage healthy conflict to drive team innovation and problem-solving.
- Understand “Achieving Commitment”- Fostering a culture of commitment and how it aligns with team goals and organizational objectives.
- Understand “Embracing Accountability” Implementing strategies for peer-to-peer accountability to enhance team performance and outcomes.
- Understand “Focus on Result's - Cultivating a results-driven mindset within teams to achieve collective success.
Why attend?
This webinar is necessary for HR professionals and managers seeking to transform their teams into more effective, cohesive units. Understanding the 5 behaviors is crucial in today's dynamic work environment, where teamwork and collaboration are key to organizational success. By attending, you will gain actionable insights and strategies to implement these behaviors in your teams, leading to improved communication, enhanced team performance, and a stronger organizational culture. Don't miss this opportunity to unlock the full potential of your team! This agenda provides a structured approach to exploring each behavior, emphasizing their importance in team development and organizational success.
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Wendy Sellers
Wendy Sellers, MHR, MHA, SHRM-SCP, SPHR has 25 years of experience in HR, change management, operations, strategy, corporate culture, and leadership development in all size businesses (local startup to global enterprise) in a wide variety of industries including healthcare, professional services, hi [...]
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This webinar received a total of 5 survey responses. Attendees have given an average rating of 4.6 stars out of a possible 5, reflecting the quality and value of the content presented.
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4.6 Stars
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4.6 Stars
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4.6 Stars
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4.6 Stars
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Reviews From Webinar Survey
Our webinars are crafted to deliver exceptional value and insight to business professionals. Below, you'll find genuine feedback from attendees.
Russell A.
March 1, 2024
3.8 / 5
Webinar Rating:
4.0 Stars
Speaker Rating:
3.5 Stars
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I would scale this back to a one hour session.
Gina J.
February 29, 2024
5.0 / 5
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5.0 Stars
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5.0 Stars
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The HR Lady does not disappoint!
Julie N.
February 29, 2024
5.0 / 5
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Kahoot was a nice change
Ursula H.
February 29, 2024
5.0 / 5
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5.0 Stars
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5.0 Stars
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This was a great and needed training for me and my role within my organization. I have learned a few new ways to implement and promote a more positive team environment and how we can work together.
Angela H.
February 29, 2024
4.0 / 5
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4.0 Stars
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4.0 Stars
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none at this time.
Frequently Asked Questions
The 5 Behaviors of a Team framework—rooted in Patrick Lencioni's model of team dysfunction—identifies five interconnected behaviors that determine whether a team achieves its full potential: trust, conflict, commitment, accountability, and results. These behaviors are hierarchical, meaning each layer depends on the one beneath it, and weakness at any level undermines all layers above it. The foundation is trust—specifically vulnerability-based trust, where team members feel safe acknowledging mistakes, asking for help, and admitting limitations without fear of judgment. On this foundation of trust, teams can engage in productive conflict—healthy debate and honest disagreement that drives better decisions without damaging relationships. With healthy conflict comes genuine commitment: when team members have been heard and had their concerns addressed, they commit to decisions even when they initially disagreed. Commitment enables accountability—team members who are genuinely invested in shared decisions hold themselves and each other responsible for results. And accountability produces focus on collective results rather than individual agendas. Each layer reinforces the others, creating a virtuous cycle that enables teams to perform far above the sum of individual talents. Aurora Training Advantage's Unlocking Team Potential webinar with Wendy Sellers, SHRM-SCP, explores each behavior in depth with practical tools for HR professionals and managers seeking to build more cohesive, high-performance teams.
Vulnerability-based trust is the most foundational of the 5 Team Behaviors because without it, every other positive team dynamic becomes fragile or impossible. Unlike predictability-based trust—the confidence that a colleague will do their job competently—vulnerability-based trust requires something deeper: the willingness to be genuinely open about mistakes, gaps in knowledge, concerns, and limitations without fear of exploitation or judgment. In teams where vulnerability-based trust is absent, members expend enormous energy on self-protection: crafting responses carefully to avoid appearing weak, withholding concerns to avoid conflict, and pretending to agree while privately undermining decisions. This defensive energy directly drains the cognitive and collaborative resources available for actual work. When vulnerability-based trust exists, teams move faster because energy previously spent on self-protection becomes available for problem-solving and innovation. Honest conversations happen in team meetings rather than in corridors afterward. Leaders who model vulnerability—acknowledging what they don't know, admitting mistakes promptly, and asking for input genuinely—accelerate trust development more than any trust-building exercise can on its own. Building this kind of trust requires consistent, repeated experiences of vulnerability followed by respect and constructive response, which is why team culture and leader behavior matter so fundamentally. Aurora Training Advantage's team effectiveness webinar with Wendy Sellers provides practical approaches for building and sustaining vulnerability-based trust within teams.
Healthy conflict—productive ideological debate where team members challenge each other's ideas, assumptions, and plans with the shared goal of finding the best solution—is paradoxically one of the most important drivers of team cohesion and performance. Teams that avoid conflict do not actually avoid disagreement; they simply drive it underground, where it surfaces as passive resistance, political maneuvering, and delayed implementation of decisions that were never truly committed to. Healthy conflict, by contrast, brings real concerns and diverse perspectives into the room before decisions are made, dramatically improving decision quality and identifying risks that groupthink would have missed. It also creates psychological ownership: team members who feel their voice was heard and their concerns genuinely considered are far more committed to executing decisions than those who silently complied. The foundation for healthy conflict is the trust level beneath it—teams with high vulnerability-based trust can disagree sharply on ideas without taking the disagreement personally, because they trust each other's good intentions. Teams without this foundation experience even mild disagreement as threatening, which is why conflict avoidance and superficial harmony are actually warning signs of a low-trust team rather than evidence of a positive culture. Aurora Training Advantage's 5 Behaviors of a Team webinar with Wendy Sellers, SHRM-SCP, provides practical techniques for managers to facilitate healthy conflict and channel disagreement into better team outcomes.
Peer-to-peer accountability refers to team members holding each other responsible for commitments, behaviors, and performance standards—not because a manager directs them to, but because they are genuinely invested in shared team goals and care about each other's contributions to those goals. In most organizations, accountability is primarily vertical: managers monitor and address underperformance, while team members tolerate peer behaviors that undermine team effectiveness because it is not their place to address it. This model places the entire burden on the manager and removes the organic social accountability that makes teams self-regulating. Peer accountability is more powerful for several reasons. The peer relationship is continuous and ubiquitous—teammates see each other's behavior far more completely than any manager can—giving peers both the information and the standing to address issues early, when they are still small. Peer feedback often lands differently than manager feedback: it carries the weight of being given by someone who shares the same workload, faces the same challenges, and has direct personal stake in the outcome. Teams with strong peer accountability consistently outperform teams where accountability depends entirely on managerial oversight, and they require significantly less management attention to maintain high performance. Peer accountability is only sustainable when it is built on trust and commitment—which is why it occupies the fourth level of the 5 Behaviors pyramid. Aurora Training Advantage's team effectiveness webinar with Wendy Sellers explores how to develop peer accountability cultures in practical, manageable steps.
Building a genuinely results-focused team culture requires ensuring that collective team outcomes take priority over individual recognition, departmental politics, and personal agendas—a discipline that is harder to sustain than it sounds in most organizations. The top of the 5 Behaviors pyramid, focus on results, is undermined most commonly when individuals prioritize their personal status or career advancement over team success, or when team members protect their functional territory at the expense of cross-functional collaboration. Creating a results-focused culture starts with defining clear, specific, measurable team goals that the entire team owns collectively—not just individual KPIs that happen to sit in the same reporting structure. Public scorecards that track team performance transparently reinforce shared accountability for collective outcomes. Recognition and reward systems should celebrate team contributions, not just individual achievements. Leaders play a critical role by consistently directing conversation back to collective results, making team-level metrics as visible as individual performance in reviews and team meetings, and publicly acknowledging team wins in ways that reinforce shared ownership. Importantly, results focus is only achievable as the capstone of trust, conflict, commitment, and accountability—teams that skip the lower levels and attempt to drive results through pressure alone typically experience burnout, disengagement, and turnover. Aurora Training Advantage's Unlocking Team Potential webinar with Wendy Sellers, SHRM-SCP, provides a roadmap for building each layer of team effectiveness to sustain exceptional results over time.