Team Effectiveness Models
Team effectiveness models are frameworks that help leaders understand the psychology and problems of team management. Thereby, leaders can also apply on a larger scale such as organizations and joint systems to improve management efficiency not only for the team but also for the whole business. When you apply models effectively, you are provided with insight into what everyone on the team needs, how to fix problems, and how to work together. Indeed, the fact that leaders quickly know where the risks or problems will shorten the process of operating and developing effective teams without spending too much effort.
Because no model is perfect, there are four different basic models that serve different purposes for a business or team. Depending on the specific needs and characteristics of each team, there will be a choice of solutions and corresponding models.
Team effectiveness models are also considered effective tools for leaders because they provide objective perspectives. Indeed, you will not be placed in a particular situation, because in reality there are always variables. Instead, models provide frameworks based on existing evidence to help leaders understand and think logically depending on different situations. Thereby, you will be flexible and customized to different situations without being surprised by the variables in the management process.
So, let start to learn which these Team effectiveness models are and how to apply them to your team.
Lencioni model basically is the solution to focus on looking for what has a detrimental impact on the team effectiveness. Mostly, people tend to think of the element to make team better and more effective, but this is not the priority for this one. With the Lenocioni model, there are five elements called “The Five Dysfunctions of a Team”.
– Absence of trust: Trust plays a significant role to collaborate and connect all members together. If someone does not trust others, they tend to isolate themself or avoid communicating or asking for help when troubles happen. It may take more time for both individuals and teams to solve the problem when your work is overdue.
– Fear of conflict: Negative conflict is an element to destroy a team. However, a positive or healthy one is believed to enhance productivity and performance. In other words, every member has the potential and ideas to complete their work. the healthy conflict leads all members to feel free to share their opinions and contribute to general success.
– Lack of commitment: Commitment makes teams work harder and better. When you commit with yourself to what you have to do and complete in a period of time, you have an incentive to try your best. If you commit to doing good work, this brings your team up to better performance and commitment as well.
– Avoidance of accountability: Working with high responsibility and ownership leads to a high quality of work. Work for yourself mostly take your full potential and effort. If you have high ownership and the mindset of working with accountability, you can be done the task with extraordinary performance.
– Inattention to results: Have a goal and transparency of a goal is critical. Make sure your team understands what we are looking for and what is the expected goals so that all members will have the same vision and orientation to achieve the final results.
The Lencioni model is built as a waterfall or a pyramid. To solve the problems, you have to go through every step. To clarify, you have to address the Absence of Trust before thinking of tackle the Fear of Conflict. In fact, how can we discuss a healthy conflict while everyone in your team does not trust you or others? And if you cannot handle the Fear of Conflict, you are not able to catch up solution for Commitment. No one wants to share ideas or contribute to the work which directly affects your work, so your members don’t want to commit to the work with high effort and performance. Thanks to Lencioni model, It is believed that you can comprehend what is not working while you manage your team and where you should pay attention to solve the issues.
Tuckman’s Team development model which is developed by Bruce Tuckman split out an effective team into 4 stages:
– Forming: This is the very first stage when your team members have just been together. They are learning, adapting and getting on with every member. In this stage, it is understandable that most members and leaders concern about the ability, competence, expertise and success of their team.
– Storming: Storming is a stage that happened when members know each other better and they have an adjustment on every member. Now, they start to have a conflict on power struggles and how teamwork. Even worse, you, as a leader, can be a target in this stage to estimate and judge your power and ability in a team. If you are not able to overcome or prove yourself, everything could go wrong.
– Norming: As its name of the stage, everyone now has been together for a while and they understand each other about their ability, skills, personality and so on. They may feel happy and relax when working with this team. There are willing to support or ask for help from anyone. All conversation now is happening naturally and friendly. In fact, if this stage occurs early, your team can reach very high work performance and members’ satisfaction. No one can do best if they are unhappy with their team and their work.
– Performing: This could be considered as the final stage where every member understands and trust each other. The leader knows all followers’ ability and their behavior of work style for the whole team and vice versa. For now, they can 100% concentrate on work and productivity without any suspicions and concerns. In other words, your team is a union.
When a team is formed, they have to go through these stages to stick with everyone in the team to understand. If the trust is stable, their power and potential will be exploited. Not only followers, leaders also become more mature through each stage. On the contrary, one thing to remember is that every stage can happen any time even though you are at Performing. No one will be with your team forever and what if there is a new member joining your team? Be always ready for this.
GRPI model was developed by Richard Beckhard in the 1970s with 4 components to judge your team effectiveness.
– Goals: Before doing something, a clear goal is crucial for every team member to understand and know what they are doing and what they want to achieve.
– Role: When they comprehend the goals, the members have to know the role of each one. They need to know who is the leader of their team. Also, they should be clear with their role and responsibilities in a team, so that they can be active to contribute and commit to their work.
– Process: Process is a priority for this model because this helps leaders and followers easy to follow and manage. The general process makes all things clear and transparent
– Interpersonal Relationships: this component is similar and common as any business culture or model. The relationship has always been the key element to reach success. Trust, respect and communication are important in a team in order to connect and empower all full potential members and leaders.
GRPI is quite the same as Lencioni while you have to go through every step to solve the problems. During the whole management process, leaders can see the root cause that impacts your team’s effectiveness.
The turning point of T7 is to focus on the 7 elements that impact on team’s capabilities and effectiveness:
– Thrust: The goals and purpose of the work shared with teams inspire the team to reach high motivation and incentives
– Trust: Leaders and followers have to trust each other to work as a team and achieve the goals as a companion.
– Talent: Every member has their own talents, skills and competence to contribute to a team
– Team Skills: Collaboration, cooperation and teamwork. Everyone has their own power and potential but together we are perfect
– Task Skills: The ability to handle any kind and any size of tasks
– Team Leader Fit: The leader who has a working style as a team and thinks for a team before thinking for their benefits has a positive influence on team effectiveness. Because they can get trust and respect from their followers. Working with that kind of leader is a considerable inspiration for the team to do their best work.
– Team Support Within The Organization: The organization plays a role to support the effectiveness of a team because of resources and other elements that the organization can provide to pave the way for their best work.
T7 Model requires all seven components to manage a team better. If there is any missing of these components when managing, issues can not be inevitable.
The 4 Team effective models above are a framework for you so as to comprehend and manage your team better. Nothing is perfect so you have to be flexible to apply those to your team. Additionally, you need to be patient and stable with your choice. You cannot improve your team performance and working style better after one day.