What are some of the most effective high performance team frameworks?

Tuckman’s stages of team development offer a helpful roadmap for understanding the natural progression of team dynamics. Recognizing which phase your team is in allows you to respond appropriately to challenges and guide your team toward high performance. By acknowledging and navigating these stages effectively, you can create a more cohesive, productive, and successful team. Clearly communicate the team’s objectives, expectations, and individual roles. Establish trust early on by encouraging open communication and positive relationships. Address conflicts constructively. Encourage active listening, empathy, and compromise. Be patient as the team works through differences.

Think of team development like a road trip with friends. At first, everyone's excited and polite - that's the forming stage. Then comes the storming, where you might bicker over the music or navigation. Next, you settle into a groove, figuring out roles like who's the snack master or the DJ - that's norming. Finally, you hit performing, cruising along smoothly, each person playing their part. Just like on a road trip, there might be bumps along the way, but understanding these stages helps you navigate them. It's about learning to work together, whether you're planning a route or tackling a work project, to reach your destination as a united team.

I've spoken internationally on high performance for nearly 2 decades and have seen many approaches. Some effective high-performance team frameworks include Agile, which emphasizes adaptability, iterative progress, and constant feedback; SCRUM, a subset of Agile that uses sprints for quick deliverables and regular reviews to stay aligned; and OKRs (Objectives and Key Results), which focus on setting clear goals and measurable outcomes to drive alignment. The Tuckman model (forming, storming, norming, performing) helps teams understand stages of development, while Belbin Team Roles focus on balancing diverse team strengths to maximize effectiveness. These frameworks support productivity, alignment, and continuous improvement.

Leadership often starts from the point that when forming a team for a project, the team starts with the expected productivity, without considering team building actions. It is important to know the stages of team development so that leadership can plan the project and provide the necessary support at each stage.

I've found this framework usable. Recently, our team struggled with reluctance to debate & lack of accountability. Using Lencioni's model, we tackled these issues step-by-step. First, we built trust through open communication. Then, we addressed fear of conflict by encouraging constructive debate during meetings. To boost commitment, we involved everyone in decision-making, increasing buy-in. We improved accountability with regular check-ins and clear expectations, allowing for early issue identification and peer feedback. Finally, we aligned our focus on collective outcomes by setting measurable goals and celebrating successes. Implementing the framework enhanced trust, conflict resolution, commitment, accountability, and focus on results.

Knowledge of Lencioni's five dysfunctions of a team is essential for leaders. This allows them to take proactive actions to prevent or minimize their occurrence. One practice is to share these dysfunctions with the team and engage them to define actions. To do this, it is important for the leader to create an environment of trust with the team.

A seguran?a psicológica é, sem dúvida, um dos pilares mais importantes para o sucesso de uma equipe, permitindo que os membros se sintam à vontade para compartilhar ideias e enfrentar desafios sem medo de represálias. Essa sensa??o de seguran?a é o que alimenta a inova??o e a verdadeira colabora??o, criando um ambiente onde todos se sentem valorizados e motivados a contribuir para o sucesso coletivo.

In my experience, building a high-performing team is like creating a harmonious orchestra. Musical talent (skills) is important, but the true magic happens with psychological safety. One thing I've found helpful to foster psychological safety is to actively listen, encourage diverse perspectives, and celebrate learning from mistakes. This creates a safe space for your team to shine and achieve remarkable results!

Como gestor observo que As estruturas de equipe de alta performance mais eficazes combinam seguran?a psicológica com práticas ágeis. Isso inclui escuta ativa, feedback construtivo, sprints curtos com objetivos claros, reflex?o regular e foco no bem-estar holístico. Esta abordagem promove inova??o, colabora??o e engajamento, resultando em desempenho sustentável e significativo.

As a manager of a high-performing team, adopting Agile Scrum has significantly enhanced our project management. Recently, we tackled a complex project by breaking it into manageable sprints. This approach allowed our cross-functional team to focus on small, achievable tasks, guided by a scrum master and product owner. Working in cycles of planning, executing, reviewing, and improving, we delivered value faster and adapted to changes effectively. Regular sprint reviews and retrospectives provided continuous improvement opportunities. Using Agile Scrum improved our efficiency, boosted team morale, and ensured we consistently met our project goals, demonstrating its value in managing complex projects and maintaining high performance.

As a bonus consider reading a non-framework classic read, the book: How to Win Friends & Influence People by Dale Carnegie. The single best takeaway from that book: "talk in terms of the other person's interests".

Everyone talks about these popular team performance frameworks, which I fins to be like therapy. They bring awareness but don't necessarily create transformational performance gains a leader wants. Two I have used that do are: 1/ The Drexler/Sibbet Team Performance Model 2/ Harrison Owen Open Space Technology (designed as an inquiry into team performance surprisingly ??). Plus if you're the leader, get a team coach because you're part of the system that need change. Useful perspective? Give it a ??

I appreciate the Kolbe model. You assess everyone on the team using Kolbe Indexes which are like assessments that show a person's natural instincts when striving. Kolbe measures how someone takes action. You can then see an overview of an entire team's Kolbe strengths and ensure you're allocating resources where they are most effective. The reduces conative stress and tension across the team and directly elevates individual performance and overall team performance.