DREXLER-SIBBET TEAM PERFORMANCE MODEL PDF

When a team is forming, there is a predictable progression of concerns and questions that the members have. The questions are typically asked in order even though there might be a little back and forth. The process begins with 4 stages of team creation before moving on to 3 stages of team performance and sustainability. The stages are: Orientation or Why? Purpose and Intention.

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It provides a common, organization-wide framework for teaming across functions, cultures and distances. We work with the team leads to understand the data and draw insights that inform a series of workshops and conversations meant to help the team move to the next stage of sustained high performance.

The outcomes include stronger relationships, alignment around priorities and purpose, improved communication, clear roles, responsibilities and decision-making, clear problem-solving processes, and clear work processes. How It Works The Team Performance Model illustrates team development as seven stages, four to create the team and three to describe increasing levels of sustained performance.

A team may currently be in any one - and only one - of the seven stages. A team will typically move step-wise through the model, either forward or backward. Once a stage is attained, the work turns to resolving issues identified in the very next stage as illustrated above.

Teams can also move backwards in the model for a variety of reasons - new team members, a new charter or set of functional responsibilities, etc. When this happens, teams will sometimes need to step back and re-examine any unresolved issues. This is one of two points where a team may skip stages to re-ground, either in their purpose or trust-building.

And the process begins anew. It is a powerful framework that helps teams align on how to become high performing. Various stages of the model require different types of conversations and change activities in order to address the unresolved issues or sustain the resolutions to issues already addressed. As with any approach we use, the most important characteristic of achieving high performance as a team is the leader, and their commitment to building high levels of trust, team commitment, and disciplined execution across their team or organization.

The Team Performance Model helps leaders understand their role in driving these critical aspects. To start a conversation about growing your leadership, call us at HIVE or schedule an appointment. Email Address.

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The Drexler-Sibbet Team Performance Model™

It provides a common, organization-wide framework for teaming across functions, cultures and distances. We work with the team leads to understand the data and draw insights that inform a series of workshops and conversations meant to help the team move to the next stage of sustained high performance. The outcomes include stronger relationships, alignment around priorities and purpose, improved communication, clear roles, responsibilities and decision-making, clear problem-solving processes, and clear work processes. How It Works The Team Performance Model illustrates team development as seven stages, four to create the team and three to describe increasing levels of sustained performance.

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Drexler and Sibbet’s Team Performance Model

This is where the Drexler-Sibbet Model comes in. Drexler-Sibbet Groups Creating Stages: Encompasses the initial stages of group development as the group forms and works to become a single cohesive unit. Sustaining Stages: After the group adjusts and becomes established the Sustaining Stages begin. The final three stages are contained within this group. Orientation Why am I here?

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