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Team Performance Model

The document outlines a seven step team performance model developed by Drexler and Sibbet. The seven steps are: 1) orientation, 2) trust building, 3) goal clarification, 4) commitment, 5) implementation, 6) high performance. It also discusses the importance of team work, team players, and team leaders. Key aspects of effective teams include cooperative effort to achieve common goals, clear expectations from leaders, and members supporting each other. The model aims to help teams progress from initial uncertainty to high performance synchronization.

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swamijee_kakarla
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© Attribution Non-Commercial (BY-NC)
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Download as PDF, TXT or read online on Scribd
262 views

Team Performance Model

The document outlines a seven step team performance model developed by Drexler and Sibbet. The seven steps are: 1) orientation, 2) trust building, 3) goal clarification, 4) commitment, 5) implementation, 6) high performance. It also discusses the importance of team work, team players, and team leaders. Key aspects of effective teams include cooperative effort to achieve common goals, clear expectations from leaders, and members supporting each other. The model aims to help teams progress from initial uncertainty to high performance synchronization.

Uploaded by

swamijee_kakarla
Copyright
© Attribution Non-Commercial (BY-NC)
Available Formats
Download as PDF, TXT or read online on Scribd
You are on page 1/ 9

Team Performance Model

Binesh R Bharathan

Page 1
AGENDA

 Team Performance
• Team work
• Team Player
• Team Leader

 Seven Step Performance


Model (Drexler/Sibbet)
 Why & Who
 What & How
 Who does what, when,
where
 High Performance

 Pros
 Cons

Page 2
Team Work

 Basic Unit of Organization


Structure
 Cooperative effort by a
group of team players to
achieve a common goal
 Achievement is usually
measured by performance
indicator (e.g. Customer
satisfaction, sales growth)
 An effective leader makes a
good team
 Listen to team members
 Support/Coach
 Clear Expectations
 Pay attention/Show interest
 Follow through
 Ask questions
Page 3
Why & Who ??

 1.1Orientation
- Why am I here ??
• Purpose
• Team Identity
• Membership
- Unresolved
• Disorientation
• Uncertainty
• Fear

 1.2 Trust Building


- Who are you ??
• Mutual Regard
• Forthrightness
• Reliability
- Unresolved
• Caution
• Mistrust
• Facade
Page 4
What & How ??

 1.3 Goal Clarification


- What are we doing ??
• Explicit Assumptions
• Clear Integrated Goals
• Shared Vision
- Unresolved
• Apathy
• Skepticism
• Irrelevant Competition

 1.4 Commitment
- How will we do it??
• Assigned Roles
• Allocated Resources
• Decisions Made
- Unresolved
• Dependence
• Resistance

Page 5
Who, does What, When, Where ??

 1.5 Implementation
- Who does what when where ??
• Clear Processes
• Alignment
• Disciplined execution
- Unresolved
• Conflict/Confusion
• Non alignment
• Missed deadlines

 1.6 High Performance


- result achieved !
• Spontaneous interaction
• Synergy
• Surpassing results
- Unresolved
• Overload
• Disharmony

Page 6
Team Performance Model - Diagram

Page 7
Pros/Cons

 Advantages  Disadvantages
• Interdependence • Viability
• Self Management • Resistance to Change
• Job Competence • Lack of Knowledge
• Job Satisfaction • Failure of Reward System
• Quality Delivery • Group Conflict

Page 8
Thank You

Page 9

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