Enhancing team effectiveness: Tools that you can use
Highly performing teams don’t just happen. They take time to evolve and mature, they take the right talent and mix of people, and they take proper leadership.
Major league baseball coach Casey Stengel said
“It’s easy to get good players. Getting them to play together, that’s the hard part”
Good team work is elusive for sure, but when people pull together for the greater good, the results can be very sweet.
Not only can great teamwork be very enjoyable for the team members, who inevitably will build great camaraderie, trust, passion and energy together, it is so essential these days as it is really teams, and not the individual, who hold the key to business success.
Models of Team Effectiveness
There are 6 well known models of team effectiveness.
The research, these models, and our own experience, tell us that successful teams do not just happen. They take effort and time. The team must have the right talent, but more importantly, it must have people who want to compete and win but for the greater good of all team members rather than just for themselves. Great teams also need support from an effective team leader, and structures and reward systems that support team effectiveness not just individual effectiveness.
The most recent model of team effectiveness was developed by Patrick Lencioni in 2005.
In his best-selling book, “The Five Dysfunctions of a Team” he said:
“Not finance. Not strategy. Not technology. It is teamwork that remains the ultimate competitive advantage, both because it is so powerful and so rare”
This is one of the most interesting model of team effectiveness. It was developed by Lencioni from his years of working with business teams. According to Lencioni, all teams have the potential to be dysfunctional. This comes as no surprise as you will probably have seen teams that were behaving in dysfunctional ways.
Lencioni says that to improve the functioning of a team, it is important to understand the type and level of dysfunction, or the areas where people can work better together.
He uses a pyramid to demonstrate the hierarchical progression of team development. Much like Maslow’s Hierarchy of Needs from motivational theory, there are five levels and each must be completed to move on to the next level.
Dysfunction 1. TRUST (Absence of Trust)
Productive individuals thrive on teams that are based on trust. When teams discover how to view vulnerability as an opportunity for strengthening relationships with their teammates, great teams can be built.
Dysfunction 2. CONFLICT (fear of conflict)
When teams have a foundation of vulnerability-based trust, team members feel safe to engage in productive conflict focused on concepts and ideas, rather than personalities. This conflict becomes a means for debating different perspectives and landing on the best possible solution.
Dysfunction 3. COMMITMENT (lack of committment)
Commitment is seen as clarity around decisions and complete buy-in from team members. Teams that achieve commitment use a common language to engage in healthy debate and support decisions even if everyone does not initially agree.
Dysfunction 4. ACCOUNTABILITY (avoidance of accountability)
High-performing teams set high standards for themselves. Holding team members accountable for their responsibilities helps establish respect among peers and guides the team to live up to their expectations.
Dysfunction 5. RESULTS (inattention to results)
The goal of every team is results. By building a foundation of trust, engaging in productive conflict, achieving commitment, and holding team members accountable, teams never lose sight of their collective goals and can achieve their peak performance. It is the collective goal, rather than the individual goal, that is paramount.
The Five Behaviors of a Cohesive Team™ model is one of the most comprehensive assessments of team effectiveness in the research, and it has been tried and tested with thousands of teams.
The Secret Sauce
Teams have the potential to be one of the most powerful drivers of success in organisations today. But highly performing teams don’t just happen. They take time and effort. They take good leadership. And they require supporting tools and processes which aid the functioning and growth of the team.
The Five Behaviors of a Cohesive Team™
The Five Behaviors of a Cohesive Team™ model provides the framework, and the The Five Behaviors of a Cohesive Team™ assessment allows you to collect the views of team members. These provide powerful insights about the team as a whole.
Combining The Five Behaviors of a Cohesive Team™ assessment with the power the DiSC behavioural styles, a powerful set of tools are available to develop individual team members and improve the cohesion, chemistry and productivity of the whole team.
You can download our 5 Behaviours of a Cohesive Team Powered by Everything DiSC Brochure by clicking the button below
More from CollierBroderick
Keep Me Updated
Want to stay updated, receive our monthly newsletter or stay abreast of the latest developments?
“The Personal Profile was a great way for our management team to really understand their individual strengths and weaknesses (as well as t…
“Thank you so much for all your help. Thank you and your team – you are a ‘Class Act’.”
“We are delighted to have the support of CollierBroderick in dealing with a number of HR issues.The HR Consultant is very knowledgeable an…
“I found the course very good and interesting. The trainer was very good and she really knew her employment law.”
“The CollierBroderick HR Consultant was brilliant and it was great working with her. The results we achieved with some HR issues surpassed…
“I’m grateful for all the work you have done with us in both organisations especially over the past four months.Your support and encoura…
“The employee handbook was really a great help. It is very well written, very clear and full of important policies and procedures for our …
“Medisource Ltd being a small company needed to ensure that all aspects of their HR requirements were being fulfilled to current regulatio…
“The support from CollierBroderick has always been to the highest standards.Whenever we have a HR requirement, they are there to help and …
“Helena (of CollierBroderick Management Consultants) has conducted her work to the highest standards of integrity, professionalism and hard …