Most teams aim to enhance collaboration, trust, and performance, but invisible barriers often hinder progress. These barriers aren’t always obvious processes or policies. More often, they’re hidden biases and unspoken assumptions that quietly shape how people interact, make decisions, and solve problems.
At Berriault & Associates, we believe real change starts with surfacing these hidden patterns. Here’s how we use behavioural insights to help teams break down barriers and build healthier, more accountable cultures, plus actionable steps you can try with your own team.
Stories from Our Workshops
1. The “Unspoken Expert” Bias
In one of our recent workshops, team members consistently deferred to a few “go-to” experts during meetings. While this seemed efficient, it didn't allow for fresh perspectives and left quieter voices unheard.
What we did: We facilitated a session using Everything DiSC™ to help everyone understand their communication styles. Then, we introduced a “round-robin” approach to discussions, ensuring every team member had a chance to contribute before decisions were made.
Result: Ideas began to flow from all corners of the team, leading to a breakthrough product feature that wouldn’t have surfaced otherwise. The team reported feeling more valued and engaged.
2. The “Blame Game” Trap
Another team we worked with struggled with accountability. When issues happened that stopped work, finger-pointing was common, and morale was low.
What we did: We ran a Five Behaviors™ workshop focused on trust and constructive conflict. Through guided exercises, team members practiced giving and receiving feedback without judgment. We also introduced a “retrospective” ritual, where the team regularly reviewed what went well and what could improve, without assigning blame.
Result: Over time, the team shifted from a culture of blame to one of shared responsibility. Performance improved, and so did retention.
3. Surfacing Hidden Assumptions
During a leadership offsite, we noticed a pattern: leaders assumed their direct reports felt comfortable raising concerns. Our survey data said otherwise.
What we did: We facilitated an anonymous survey and follow-up interviews to gather honest feedback. Then, we hosted a facilitated dialogue where leaders and team members could address concerns openly and co-create solutions.
Result: Trust increased, communication improved, and leaders adjusted their approach to be more approachable and transparent.
Actionable Steps for Your Team
Want to break down barriers and surface hidden biases in your own organization? Here’s how you can start:
- Ask Better Questions: Don’t settle for surface-level check-ins. Ask, “What’s one thing we’re not talking about that we should be?”
- Rotate Roles: Give different team members the chance to lead meetings or present updates. This helps surface new perspectives and build confidence.
- Use Anonymous Feedback: Regular pulse surveys or suggestion boxes can reveal issues people might not share out loud.
- Practice Retrospectives: After big projects or milestones, gather the team to discuss what worked, what didn’t, and what to try next—focus on learning, not blame.
- Invest in Behavioural Assessments: Tools like Everything DiSC™ and Five Behaviors™ can help your team understand their strengths, communication styles, and blind spots.
Why Behavioural Insights Matter
At Berriault & Associates, we don’t believe in “one-size-fits-all” solutions. By focusing on behaviours, not just frameworks, we help teams uncover what’s really holding them back and build the habits that drive sustainable success.
Ready for real change—not just theory?
Let’s discuss how our customized workshops can help your team overcome barriers and foster a culture of trust, accountability, and growth.
Contact us: 55 Village Center Place, Mississauga, ON, L4Z 1V9
647-490-7515 | jberriault@berriaultandassociates.com Schedule a call