What are the most effective team building models for startups?

I'm a great fan of the Stages of Group Development model, but a model is only as good as how it is understood and applied. Knowing how people (as individuals) are feeling at each stage and how it affects their interaction with the team and contributions is important. It is also useful to acknowledge that individuals move in and out of stages and therefore take the team backwards and forwards, and therefore the team dynamics do not remain static. The best tool is a Group or Team Contract or agreed 'rules of engagement'. These are the 'norms' that anchor individuals within the team and help them understand what's ok and what's not ok. If properly managed, this can keep the team on track and lead to team maturity, engagement and cohesion.

I also like Amy Edmondson and her ideas on teaming. Teaming is where people come together quickly to solve an urgent or unusual problem. Edmondson talks about three things that are needed for teaming to be effective: -being humble in the face of the challenge ahead -curious about what others bring -willing to take risks to learn quickly I think much of this could be applied to start-ups as well.

I observed that Tuckman's framework is pretty accurate in many contexts, from university projects to social communities and professional life. I think the most beneficial insight this framework provides is that the chaos, uncertainty, and maybe dissatisfaction in the early stages of team building is temporary; if it's managed by the facilitator properly. Eventually, the build-up from successful individuals to a high-performing team is a process.

Geralmente envolvem a cria??o de um ambiente de trabalho colaborativo e motivador, onde todos da equipe se sintam valorizados e engajados. Alguns dos modelos: 1. Cultura de feedback constante: Estabelecer uma cultura de feedback aberto e constante. 2. Eventos de integra??o: Realizar eventos de integra??o, como Happy hours, atividades esportivas ou workshops, para promover a intera??o 3. Desafios e metas claras: Estabelecer desafios e metas claras para a equipe, incentivando a colabora??o. 4. Reconhecimentos: Reconhecer o bom desempenho da equipe. 5. Lideran?a participativa: Promover uma lideran?a participativa, onde os líderes estejam abertos a ouvir as ideias.

Durante minha jornada, acabei percebendo padr?es de sess?es que podemos utilizar para cada estagio que s?o bem sucedidos e recomendados. Na etapa de Forma??o, costumo come?ar com quebra-gelos e atividades que possam desenvolver a confian?a entre as pessoas. Assim, é possível melhorar a comunica??o e come?ar a promover a colabora??o. Na etapa de Tormenta, o foco é na colabora??o e discuss?es abertas, onde come?am a surgir temas mais delicados e possíveis conflitos para resolver. Já na normatiza??o, come?amos a criar acordos do time e regras de convivência entre todos. Na etapa de Desempenho, aprofundamento no conhecimento das pessoas enquanto indivíduos e na melhoria e desenvolvimento das pessoas e processos.

EOS (the Entrepreneurial Operating System) is a framework that empowers teams to actively solve the Five Dysfunctions: - In every weekly L10 meeting, the EOS meeting agenda, during IDS (Identify Discuss Solve - the EOS framework for team issues solving): 1) Identify - digging down to the root cause of issues, building trust by detaching ego from issues while being open & honest in the interests of the greater good 2) Discuss - embracing healthy conflict 3) Solve - all team members expected to offer their perspective and committing to the solve having had their voices heard With results at the pyramid top is the V/TO (Vision/Traction Organizer) - the vision for the organization. EOS is a framework that puts the 5 Functions into action!

Imagine a sturdy fortress: absence of trust weakens its foundation, fear of conflict creates fragile walls, lack of commitment loosens its structure, avoidance of accountability creates breaches, and inattention to results leaves it vulnerable. Addressing these dysfunctions reinforces the fortress: building trust strengthens the foundation, embracing conflict fortifies the walls, fostering commitment solidifies the structure, enforcing accountability repairs breaches, and aligning results secures its future. As a facilitator, identifying and remedying these dysfunctions fortifies the team's unity and resilience.

Picture a sturdy tree: its compelling direction is the sunlight guiding growth, its strong structure the interwoven branches supporting each other, and its supportive context the fertile soil nurturing roots. Just as a tree thrives with these elements, teams flourish with a clear vision, defined roles, and a nurturing environment. Evaluating and enhancing these conditions empowers startups to grow tall and strong, weathering any storms that come their way.

On my opinion this is actually a great article with working models. One important thing to consider is that these are just models and if you don’t have a person who can apply right approaches timely it can get messy. Don’t be afraid to hire experienced Agile Coach, Scrum Master or expert Consultant that understands and able to work with various Team Dynamics and start from Executives. No matter the cost you will save x10 by not making mistakes that lay in absence of communication and misalignment.

For startups, effective team building models often resemble building blocks in a tower. Consider models like Tuckman's stages of group development, where teams form, storm, norm, and perform, much like stacking blocks to form a sturdy structure. Additionally, the Five Dysfunctions of a Team by Patrick Lencioni highlights trust, conflict, commitment, accountability, and results as essential layers, akin to building a strong foundation for growth. Implementing these models fosters cohesion and resilience, like ensuring each block supports the entire tower.

Fresh Entrepreneurs should focus on the basics before they try to eat a whole elephant (regardless of species) Goal Setting with 1 on 1’s (slathered in Coaching) Establishing and Measuring the 5 most important KPI’s How to conduct Productive Meetings If they can become proficient with these tools, they can direct the remaining 95% of their time getting the business off the ground. Let’s get everyone thru High School before we attempt to fill their heads with Advanced Strategies.