Allan Drexler and David Sibbet developed a team performance model framework for understanding team development that has similar concepts to those covered by Tuckman. When a team is forming, there is a predictable progression of concerns and questions that the members have. The questions are typically asked in order even though there might be a little back and forth. The process begins with 4 stages of team creation before moving on to 3 stages of team performance and sustainability. The stages are:. Orientation or Why?
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Working as a team is how the best organizations operate, yet it can be challenging, especially without a roadmap. The Drexler-Sibbet Team Performance Model provides a step-by-step framework for understanding team development.
First, take a look at the following graphic. It shows you the basic model structure. Zoom in for details or read below. So teams may go back and forth through the steps, as the team matures. For example, if a team is facing challenges, anyone on the team can look at the model to see where the team is stuck, and then know what to do.
In addition, the model can be used as a way to build teams, giving the team lead and the team members a path to building a sustainable team. Steps build the team; steps maintain the team. While this looks like a complex process, it is possible to move through these steps quickly. However, if steps are deemed unimportant and skipped, the team will progress more slowly. I am going to review the entire Drexler-Sibbet model DS model over the course of two weeks. In the end, you will be able to use the model on a daily basis on your various teams.
This week, we will focus on steps one, two and three. Orientation is about understanding the purpose of a team and assessing what it will mean to be a member. Team members will need to understand three things:. In a new team, these are individual concerns, because the group is only potentially a team.
Often, these concerns are felt at an intuitive level; rarely will a team member ask these three questions. Remember — repetition is key to saturation and understanding. So keep repeating what you want understood. Say it again and again, to those in the team, and with those you serve. Trust is a measure of your willingness to work together with others for something important.
Because team members have to depend on each other to be successful, trust is essential in direct relation to how much cooperation is needed to get the job done. In the beginning of a new team, trust involves some risk and uncertainty about dealing with strangers.
So how do you quickly build trust? As we evaluate the trustworthiness of potential team members, we generally look at two things about the person: integrity and competency. Most of us start our team building by granting members a moderate to significant amount of trust depending on our comfort level from the moment the individual becomes part of the team. Sometimes teams have precise charters that specify what they are responsible for accomplishing.
More often, they are given a broad mandate and need to make choices about how they will pursue that mandate and translate it into goals.
How many teams are exactly on the same page about goals? Usually the team roughly knows where to go, yet is fuzzy on the specifics. For example, what is the specific metric being used? When is the deliverable due? How does it align with the bigger purpose? General, unclear goals are demotivating; clear specific goals are motivating. So how do you set clear goals and metrics?
Here are three steps to do so:. Involve your team in adding the detail to these steps. Stay tuned! Have you used a team-building model before? Name required. Email required. Cancel Reply. Working with Anne helped us effectively target and market to a new generation of donors. Her dynamic, fun and engaging presenting style, combined with her relevant and important information, helped us be more productive and useful to those we serve.
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The Drexler Sibbet Model of High Team Performance: Three Final Stages
Today, she presents the final three stages, along with an infographic of the process. CPC , which is focused on propelling organizations toward higher performance. In her years working for corporate, government, and nonprofit organizations, Parker has developed a broad range of skills resulting in a systems-based approach to project management and organizational development. Unlimited employee HR training —one low cost, no setup, no software to install. So, what stage is your team in? I hope you are working your way through each stage in order to produce an effective and timely product or service. This is the fun stage where all the planning pays off.
The Little Book of Big Management Theories by Dr. Jim McGrath, Dr. Bob Bates
Real-life processes are to these models as musical compositions are to the keyboards that generate them. The Communities of Practice Model was created in collaboration with the US Navy to support internal learning networks. It is an application of the Arthur M. Young Theory of Process. I studied with Arthur M. In I was given the first Arthur M.