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What team building models can you use to identify and resolve issues in your team?

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Team building is a vital skill for supervisors who want to foster collaboration, trust, and performance among their team members. However, team building is not a one-size-fits-all process. Different teams may face different issues and require different interventions. That's why it's helpful to use team building models that can help you diagnose and address the root causes of team dysfunction. In this article, we'll introduce you to four popular team building models that you can use to identify and resolve issues in your team.

本文章的要点总结

Understand team development stages:

Apply Tuckman’s model to gauge your team's progress. Identify whether they're forming, storming, norming, or performing to provide the right support and guidance.### *Address team dysfunctions:Use Lencioni's model to spot trust issues or lack of accountability. Implement targeted strategies to overcome these dysfunctions and enhance overall team performance.

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Alberto Holgado Yábar

Asesor en Pontificia Universidad…
Juan Pablo Díaz Iglesias

VP, Responsable de Equipo, Santander…

1 Tuckman's Stages of Group Development

One of the most widely used team building models is Tuckman's stages of group development, which describes how teams evolve over time. According to this model, teams go through four main stages: forming, storming, norming, and performing. In the forming stage, team members get to know each other and establish goals and expectations. In the storming stage, team members may experience conflicts, disagreements, and power struggles as they try to assert their opinions and roles. In the norming stage, team members resolve their differences and develop norms and rules for working together. In the performing stage, team members work efficiently and effectively toward their common goals. As a supervisor, you can use this model to understand what stage your team is in and what kind of support and guidance they need to move to the next stage.

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Leonardo Tomás Cardillo

Reparación & Mantenimiento Electrónico, Eléctrico y Electromecánico
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Several models can aid in identifying and resolving team issues. Tuckman's stages (Forming, Storming, Norming, Performing) clarify team development phases. The Drexler/Sibbet Team Performance Model maps team dynamics through seven stages. Lencioni's Five Dysfunctions pinpoints common team pitfalls like lack of trust or accountability. Finally, the GRPI model (Goals, Roles, Processes, Interpersonal relationships) targets key areas for improvement. Choose the model fitting your team's needs for effective issue resolution.

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Geno Cushen

Employee Training, Analytics, Human Resources, Negotiation
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From school I learned: * Tuckman's Stages of Group Development: This model describes the four stages that teams typically progress through: forming, storming, norming, and performing. Identifying which stage your team is in can help you understand what challenges they are likely to be facing and how to address them. * The Five Dysfunctions of a Team: This model identifies five key dysfunctions that can prevent teams from being successful: absence of trust, fear of conflict, lack of commitment, avoidance of accountability, and inattention to results. By using this model, you can assess your team for these dysfunctions and develop strategies to address them. .

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2 Lencioni's Five Dysfunctions of a Team

Another useful team building model is Lencioni's five dysfunctions of a team, which identifies the common causes of team failure. According to this model, teams suffer from five interrelated dysfunctions: absence of trust, fear of conflict, lack of commitment, avoidance of accountability, and inattention to results. In the absence of trust, team members are reluctant to share their ideas, feelings, and feedback with each other. In the fear of conflict, team members avoid healthy debates and constructive criticism that can improve their decisions and outcomes. In the lack of commitment, team members are unclear or unaligned about their goals and priorities. In the avoidance of accountability, team members do not hold each other responsible for their actions and performance. In the inattention to results, team members focus on their own agendas and interests rather than the team's collective goals. As a supervisor, you can use this model to assess the level of dysfunction in your team and implement strategies to overcome each dysfunction.

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Juan Pablo Díaz Iglesias

VP, Responsable de Equipo, Santander Private Banking
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Hay varios modelos de team building útiles para resolver problemas en un equipo de trabajo. El manager tendrá que elegir el modelo que mejor se adapte a las necesidades y objetivos del equipo. El éxito del team building depende de la capacidad del líder para crear un ambiente seguro y positivo, promoviendo el trabajo en equipo y donde la comunicación sea abierta.

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3 Belbin's Team Roles

A third team building model that can help you identify and resolve issues in your team is Belbin's team roles, which describes the different roles that team members can play based on their strengths and preferences. According to this model, there are nine team roles: plant, resource investigator, coordinator, shaper, monitor evaluator, team worker, implementer, completer finisher, and specialist. Each role has a distinct contribution and potential pitfall for the team. For example, a plant is a creative and innovative thinker who can generate new ideas and solutions, but may also be impractical and detached from reality. A resource investigator is a curious and outgoing person who can explore opportunities and network with others, but may also lose interest quickly and lack follow-through. A coordinator is a mature and confident person who can clarify goals and delegate tasks, but may also be manipulative and domineering. As a supervisor, you can use this model to understand the strengths and weaknesses of your team members and balance the roles and responsibilities among them.

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4 Katzenbach and Smith's Team Performance Curve

A fourth team building model that can help you identify and resolve issues in your team is Katzenbach and Smith's team performance curve, which measures the level of performance and collaboration of a group. According to this model, there are five types of groups: working group, pseudo-team, potential team, real team, and high-performing team. A working group is a group of individuals who work independently and share information, but have no common goals or mutual accountability. A pseudo-team is a group of individuals who claim to be a team, but have unclear goals, low commitment, and poor results. A potential team is a group of individuals who have clear goals and roles, but lack trust, communication, and coordination. A real team is a group of individuals who have shared goals and accountability, and work together to achieve results. A high-performing team is a group of individuals who have all the characteristics of a real team, and also have a strong sense of purpose, mutual respect, and synergy. As a supervisor, you can use this model to evaluate the performance and collaboration of your team and help them move up the curve.

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5 Here’s what else to consider

This is a space to share examples, stories, or insights that don’t fit into any of the previous sections. What else would you like to add?

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Alberto Holgado Yábar

Asesor en Pontificia Universidad Católica del Perú | Líder de cambio| Líder de transformación digital | Project manager | SCHM
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Dependiendo del tipo de datos disponibles y el tipo de problema puede ser necesario hasta un modelo Montecarlo. Tengamos en cuenta que muchas veces no tenemos un equipo educado en técnicas modernas de identificación de problemas, tu caja de herramientas puede resultar un poco sofisticada para algunos equipos en especial cuando se trata de trabajos de campo y sólo tienes una pizarra y plumones, en este caso lo simple puede dar buenos resultados, un diagrama de Ishikawa o una tormenta de ideas pueden ser herramientas suficientes, lo importante es encontrar las causas y tener respuestas oportunas que resuelvan el problema y registrar las lecciones aprendidas.

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What team building models can you use to identify and resolve issues in your team?

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2

3

4

5

1 Tuckman's Stages of Group Development

2 Lencioni's Five Dysfunctions of a Team

3 Belbin's Team Roles

4 Katzenbach and Smith's Team Performance Curve

5 Here’s what else to consider

Supervisory Skills

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What team building models can you use to identify and resolve issues in your team?

1

2

3

4

5

1 Tuckman's Stages of Group Development

2 Lencioni's Five Dysfunctions of a Team

3 Belbin's Team Roles

4 Katzenbach and Smith's Team Performance Curve

5 Here’s what else to consider

Supervisory Skills

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