Scribd
Upload
112 views

Cst-Grpi Model - Group 1

The document discusses models for team effectiveness and development. It describes the GRPI and Tuckman models which outline phases of team growth from forming to performing. The GRPI model attributes 80% of team conflicts to unclear goals, then 16% to unclear roles, 3.2% to unclear processes, and 0.8% to interactions. It provides an implementation framework with goals, roles, processes, and interactions. The TPC model considers technical, political, and cultural dimensions. The document proposes applying GRPI-TPC for team development through kick-off meetings, team mediation meetings, scrum meetings, and lessons learnt workshops to facilitate team growth.

Uploaded by

gtgsscvw
Copyright
© © All Rights Reserved
We take content rights seriously. If you suspect this is your content, claim it here.
Available Formats
Download as PPTX, PDF, TXT or read online on Scribd
112 views

Cst-Grpi Model - Group 1

The document discusses models for team effectiveness and development. It describes the GRPI and Tuckman models which outline phases of team growth from forming to performing. The GRPI model attributes 80% of team conflicts to unclear goals, then 16% to unclear roles, 3.2% to unclear processes, and 0.8% to interactions. It provides an implementation framework with goals, roles, processes, and interactions. The TPC model considers technical, political, and cultural dimensions. The document proposes applying GRPI-TPC for team development through kick-off meetings, team mediation meetings, scrum meetings, and lessons learnt workshops to facilitate team growth.

Uploaded by

gtgsscvw
Copyright
© © All Rights Reserved
We take content rights seriously. If you suspect this is your content, claim it here.
Available Formats
Download as PPTX, PDF, TXT or read online on Scribd
You are on page 1/ 14

Team Effectiveness Models

GRPI MODEL
Group 1:
Abhisek Maity
Amar Kumar
Chatrathi Sunil Kumar
Gaurav Kumar Saini
Poojan Sethi
RVSS Aparna
ADVANTAGES AND
CHALLENGES OF TEAM WORK

Advantages
Challenges

• Cumulative Expertise &


• Need to develop own
Knowledge
identities and efficient modes
• Participatory Learning
of working
• System of checks and
• Negative group dynamics
balances
• Decreased motivation and
• Increased motivation
less efficiency
TEAM DEVELOPMENT
Characteristics of a team
A group of people with diverse skills, experience and competencies
Joint responsibility for achieving a common goal
Own entity and identity
Team development allows teams to grow and work together and members to take
responsibility for their own development leading to realistic growth.
PHASES OF TEAM GROWTH
TUCKMAN’S TEAM
DEVELOPMENT MODEL:
PHASES OF TEAM GROWTH
Forming Storming Norming Performing

• Roles not defined • Coflicts between members • Relationships, procedures • High level of trust
become clear
• Procedures missing • Losing focus • Optimal cooperation
• Responsibility,
• Objectives unclear • Uncooperative behaviour commitments are met • High productvity, efficiency

• High motivation, low • Work blockages • Work is accomplished


performance
GRPI MODEL OF TEAM
DEVELOPMENT
There is a ratio of 80:20 per cent of conflicts accumulating at each level:
80% of conflicts in teams are attributed to unclear goals.
From the remaining 20%, 80% are assigned to unclear roles.
From the remainder there is again 80% to be found in the field of unclear processes.
Finally, only 1% of the conflicts in teams can be attributed to interpersonal relationship

GOALS ROLES PROCESSES INTERACTIONS


(80%) (16%) (3.2%) (0.8%)
FRAMEWORK
4 W’S OF GRPI MODEL
When - At the starting of a project or when goals are set
Why – It gets things started in the right way and focuses on what needs to be done
by who and how
Who – Team Leader chairs along with a facilitator
How – By talking and explaining everything to its team members
IMPLEMENTATION OF GRPI
MODEL Smart Goals

1. S – Specific
   
1. Authority
Roles

2. M – Measurable 2. Responsibility
3. A – Achievable 3. Task
4. R – Relevant
5. T- Time Bound

Processes Interaction
   
1. Communication 1. Attend to the little things
2. Decision Making 2. Keeping Commitments
3. Conflict Management 3. Clarifying Expectations
4. Show Personal Integrity
5. Apologize sincerely when you
make a withdrawal
TPC MODEL
The model puts the three essential parts of an organisation – strategy, organisation/processes and
people – together with the technical, political and cultural dimension.
Technical Dimension:
 Goals formulated with respect to immediate product or output.
 In Engineering – technical device, service sector - document

Political Dimension :
 How stakeholder interests affect goals and puts the team or project into an overall organisational frame
 Processes and roles of the team members are considered with regard to their interests, but also to the potentials,
influence and connectivity within the organisation which can support the team building
 This political reflection affects the interpersonal relationships as well and is a crucial element of any team building

Cultural Dimension:
 Beyond immediate cultural differences in behaviour or habits on a national level, this also includes educational and
professional backgrounds
 Early reflection on cultural dimension prevents potential problems in the interpersonal relationship at a later stage
APPLIED GRPI-TPC FOR TEAM
DEVELOPMENT:
Kick-off meetings:
After a team has been assembled, the kick-off meeting starts the forming phase
Represents the groundwork for setting up an effective cooperation model
Team members can elaborate on their self-perception and expectations
Approach - Open space technology that encourages all team members to participate
Team Mediation Meetings:
Self-perception of a person or the entire team is contrasted with the perspective of the other team
members as well as with the goals, processes and already developed insights.
The objective is to reveal und enlighten the "blind spot" in one’s self-perception.
Scrum Meetings:
Aim to provide institutionalised feedback loops based on the previously established communication
procedures and platforms.
GRPI-TPC works as a reality check for status quo of team development as well as a means of
identifying areas for improvement
Lessons learnt workshops:
GRPI-TPC matrix can be used to check -
Different dimensions of team development in relation to their performance
To understand which parts and interconnectivities led to an optimised performance
What can be learnt and redefined for phases of regression in order to identify the
most effective way of reaching and maintaining the performing phase
Thank you

You might also like