Teamwork is a fundamental aspect of organizational success, and various models have been developed to understand and improve team dynamics. These models provide insights into the factors that contribute to effective teamwork and help leaders and team members identify areas for improvement.
Key Facts
- There are several models of team working that have been developed and studied by researchers and experts in the field. These models provide insights into how teams can function more effectively and achieve their goals.
- One commonly used model is the forming-storming-norming-performing-adjourning (FSNPA) model. This model describes the stages that teams typically go through, starting from forming a team, experiencing conflicts, establishing norms, performing well, and eventually adjourning or disbanding.
- The Lencioni model focuses on the potential pitfalls that can hinder team success. It identifies five dysfunctions that teams should avoid, including absence of trust, fear of conflict, lack of commitment, avoidance of accountability, and inattention to results.
- The GRPI model emphasizes the importance of goals, roles, processes, and interpersonal relationships in team performance. It helps leaders analyze team dysfunction and identify areas for improvement.
- The Katzenbach and Smith model highlights the importance of accountability, commitment, and skills in achieving team deliverables. It suggests that teams should have a small enough number of people to enable mutual and individual accountability.
- The T7 model recognizes that teams do not operate in isolation and considers external factors that can impact team success. It encourages leaders to understand how their team fits into the bigger picture.
Commonly Used Team Working Models
Forming-Storming-Norming-Performing-Adjourning (FSNPA) Model
The FSNPA model describes the stages that teams typically go through during their lifespan:
- Forming: Team members come together, define goals, and establish roles.
- Storming: Conflicts arise as team members adjust to working together.
- Norming: Norms and expectations are established, and the team begins to function more cohesively.
- Performing: The team works effectively and efficiently to achieve its goals.
- Adjourning: The team completes its work and disbands or transitions to a new phase.
Lencioni Model
The Lencioni model focuses on the dysfunctions that can hinder team success. It identifies five dysfunctions that teams should avoid:
- Absence of Trust: Team members do not trust each other, leading to a lack of openness and collaboration.
- Fear of Conflict: Team members avoid conflict, resulting in unresolved issues and resentment.
- Lack of Commitment: Team members are not fully committed to the team’s goals and objectives.
- Avoidance of Accountability: Team members fail to hold each other accountable for their actions and responsibilities.
- Inattention to Results: The team focuses on individual goals and achievements rather than collective outcomes.
GRPI Model
The GRPI model emphasizes the importance of four key elements in team performance:
- Goals: Clear and shared goals provide direction and motivation for the team.
- Roles: Well-defined roles and responsibilities ensure that team members know what is expected of them.
- Processes: Effective processes and procedures facilitate efficient teamwork and decision-making.
- Interpersonal Relationships: Positive and supportive relationships among team members foster trust, communication, and collaboration.
Katzenbach and Smith Model
The Katzenbach and Smith model highlights the importance of three factors in achieving team deliverables:
- Accountability: Team members are held accountable for their individual and collective performance.
- Commitment: Team members are committed to the team’s goals and objectives.
- Skills: Team members possess the necessary skills and expertise to perform their tasks effectively.
T7 Model
The T7 model recognizes that teams do not operate in isolation and considers external factors that can impact team success. It identifies seven factors that influence team effectiveness:
- Talent: The skills and abilities of individual team members.
- Task: The nature and complexity of the task the team is undertaking.
- Teaming: The ability of team members to work together effectively.
- Thrust: The shared purpose and motivation that drives the team.
- Trust: The level of trust and confidence among team members.
- Team Leader Fit: The compatibility between the team leader’s style and the team’s needs.
- Team Support from the Organization: The resources and support provided by the organization to enable team success.
Conclusion
Team working models provide valuable insights into the dynamics of effective teamwork. By understanding these models, leaders and team members can identify areas for improvement, address potential challenges, and foster a more collaborative and productive work environment.
References:
- Atlassian. (2022). What Strong Teamwork Looks Like: 7 Proven Models. Retrieved from https://www.atlassian.com/blog/teamwork/what-strong-teamwork-looks-like
- Wrike. (2022). 6 Different Team Effectiveness Models to Understand Your Team Better. Retrieved from https://www.wrike.com/blog/6-different-team-effectiveness-models/
- HRDQ. (2023). What Are The Different Types of Team Development Models? Retrieved from https://hrdqstore.com/blogs/hrdq-blog/types-team-development-models
FAQs
What is a team working model?
A team working model is a framework or theory that describes the factors that contribute to effective teamwork. These models provide insights into how teams can function more effectively and achieve their goals.
What are some common team working models?
Some common team working models include the Forming-Storming-Norming-Performing-Adjourning (FSNPA) model, the Lencioni model, the GRPI model, the Katzenbach and Smith model, and the T7 model.
What is the purpose of using a team working model?
The purpose of using a team working model is to help leaders and team members understand the dynamics of effective teamwork, identify areas for improvement, address potential challenges, and foster a more collaborative and productive work environment.
What are the key elements of the FSNPA model?
The key elements of the FSNPA model are the five stages that teams typically go through: forming, storming, norming, performing, and adjourning.
What are the five dysfunctions identified in the Lencioni model?
The five dysfunctions identified in the Lencioni model are absence of trust, fear of conflict, lack of commitment, avoidance of accountability, and inattention to results.
What are the four key elements emphasized in the GRPI model?
The four key elements emphasized in the GRPI model are goals, roles, processes, and interpersonal relationships.
What are the three factors highlighted in the Katzenbach and Smith model?
The three factors highlighted in the Katzenbach and Smith model are accountability, commitment, and skills.
What are the seven factors considered in the T7 model?
The seven factors considered in the T7 model are talent, task, teaming, thrust, trust, team leader fit, and team support from the organization.