The Rocket Model: A Blueprint for High-Performing Teams

In today’s fast-paced and competitive business environment, teams serve as the engine of organizational success. Whether in health care, education, retail, manufacturing, service, software, telecommunications, energy, or financial services, high-performing teams distinguish themselves by achieving superior results. One proven framework for building such teams is The Rocket Model, developed through extensive research with thousands of teams across industries (Ginnett, 2021). This model offers a structured approach to team development, providing leaders with a roadmap to maximize collaboration, engagement, and performance.

Mission: What Are We Trying to Accomplish?

Teams that lack a clear mission often struggle with direction, focus, and accountability. Leaders must recognize that individual goals drive individual behavior, whereas team goals drive team behavior (Ginnett, 2021). To foster collaboration, leaders must set and communicate well-defined team objectives. By establishing a shared vision and aligning individual roles with collective outcomes, leaders ensure that every team member understands their contribution toward success.

Voyage Consulting recently applied The Rocket Model while working with a nonprofit leader to develop a grant review process for their organization. We began by aligning the team with the nonprofit’s overarching mission: The Power of Impact. Their programs help underserved youth gain confidence, explore career and education opportunities, and build practical life skills. By connecting their efforts to tangible outcomes, their engagement and motivation increased.

Talent: Who Is on the Bus?

The success of any team hinges on having the right people in the right roles. Effective teams consist of members with the appropriate skills, experience, and mindset necessary to achieve their mission (Ginnett, 2021). Leaders must evaluate whether their teams have the right structure, competencies, and incentives to drive high performance.

For the grant review process, clear roles were defined for team members, streamlining efficiency by task and skill set:

• Grant Opportunity Researcher: Sources and tracks grant opportunities that align with the organization's mission.
• Eligibility & Application Requirements Specialist: Reviews grant criteria, confirms eligibility, and compiles required documentation.
• Grant Writer: Develops compelling narratives that align with funding requirements.
• Grant Manager & Follow-Up Coordinator: Oversees submissions, monitors grant progress, and manages funder relationships.

Norms: What Are the Rules?

Every team operates under an unwritten set of rules, or norms, that shape how work gets done. High-performing teams establish explicit guidelines for decision-making, meeting conduct, information sharing, and accountability (Ginnett, 2021). These norms ensure clarity, reduce friction, and enhance efficiency. By setting and reinforcing positive behaviors, leaders can create an environment where expectations are clear, and team members hold each other accountable for results.

In the grant review process, we facilitated the development of structured check-ins, where team members reviewed progress, addressed challenges, and ensured deadlines were met. This regular cadence of meetings established a culture of accountability and transparency, reducing last-minute rushes and confusion.

Buy-In: Is Everyone Committed and Engaged?

For a team to excel, members must be fully committed to the team’s mission and objectives. Many individuals seek to be part of something larger than themselves and serving on a high-performing team can provide a sense of purpose and fulfillment (Ginnett, 2021). Leaders must foster engagement by ensuring team members understand the importance of their contributions and feel valued within the team structure. This commitment leads to higher levels of motivation, creativity, and perseverance.

The grant team expressed deeper commitment after aligning their efforts with the mission of empowering young girls. Volunteers shared that role clarity, and the structured process improved their effectiveness, resulting in greater participation and follow-through.

Resources: Do We Have Enough?

Resource constraints can pose significant challenges, but effective teams find ways to maximize what they have or acquire what they need. High-performing teams demonstrate resilience and creativity in problem-solving, leveraging available resources to meet their goals (Ginnett, 2021). Leaders should ensure that teams have access to the necessary tools, technology, and support while also encouraging resourcefulness and innovation.

Despite limited resources, the grant team optimized the application process by utilizing volunteer expertise, grant databases, and shared templates. A centralized tracking system was also developed to minimize redundancy and enhance efficiency.

Courage: Is It Safe to Challenge Each Other?

A culture of psychological safety is essential for team success. High-performing teams do not avoid conflict but rather understand that constructive tension can drive problem-solving and innovation (Ginnett, 2021). When team members feel safe to voice concerns, challenge ideas, and engage in open dialogue, they generate better solutions and foster a culture of trust and accountability. Leaders must cultivate an environment where respectful debate is encouraged, and differing perspectives are valued.

By introducing open discussion forums, we encouraged volunteers to provide constructive feedback on each grant submission before finalizing proposals. This process allowed for honest dialogue, improving proposal quality while ensuring alignment with the organization’s vision.

Results: Are We Winning?

The ultimate measure of a team’s success is its ability to deliver results. To achieve their objectives, teams need clear, actionable goals, well-defined execution plans, and ongoing performance tracking (Ginnett, 2021). Leaders should establish key performance indicators (KPIs), hold regular progress reviews, and create a culture of continuous improvement. By celebrating successes and learning from setbacks, teams build momentum and drive sustainable performance.

This structured approach resulted in multiple successful grant submissions, strengthening the team’s chances of securing funding. The team reported feeling more confident and prepared in their grant-seeking efforts, demonstrating how the Rocket Model can drive measurable success.

Conclusion

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References

Ginnett, R. (2021). ISE LEADERSHIP: Enhancing the Lessons of Experience. McGraw-Hill Education.