Effective teams are the lifeblood of successful, powerful organisations. Over time, many team effectiveness models have been developed. Today, we are breaking down four of the most popular models and the benefits of each so you can choose what works best for your team.
Rubin, Plovnick and Fry developed one of the oldest team effectiveness models in 1977, and it has stuck around for good reason. GRPI is an acronym that compromises the four pillars of the model — goals, roles, processes and interpersonal relationships.
Let’s break it down:
The GRPI is a simple, straightforward team effectiveness model that can help organisations improve employee engagement and foster accountability towards individual and group goals.
This model was developed by Jon Katzenbach and Douglas Smith in 1993. The authors studied teams in many companies that had different types of business challenges and co-wrote the book ‘The Wisdom of Teams’.
The Katzenback and Smith model resembles a triangle, with each point representing the main objectives of the team. These revolve around collective work products, performance results, and personal growth. The three points of the triangle include:
In the Katzenback and Smith model, teams spend a lot of time developing shared goals to increase accountability and engagement. Smart teams employ the use of performance management systems to increase adherence to commitments.
Michael Lombardo and Robert Eichinger crafted the T7 Model in 1995 with the aim of better understanding the factors that contribute to team effectiveness. After all, you can't fix the problem if you don't know what causes it.
Lombardo and Eichinger discovered there are five common internal factors and two external factors that highly impact team effectiveness. Each one begins with T, which earned it the name 'T7 Model’.
Internal factors include:
External team factors include:
High performing teams ensure each of the five internal factors are active. That being said, without support from the external members of the company, effectiveness is limited. Sometimes, team leaders need to advocate for external buy-in to gain support and reach maximum team effectiveness.
In 2001, Frank LaFasto and Carl Larson developed a team effectiveness model they coined 'Five Dynamics of Team Work and Collaboration'. Through researching 600 teams in various organisations, they made a model of what an effective team looks like that consisted of five elements of team effectiveness.
Regardless of the team effectiveness model you choose, it is key to make implementation simple with the right tools, such as performance management systems and task management tools. Leading teams leverage technology to make their team as productive and collaborative as possible.
Samewave is social performance management software that promotes meticulous team task management and helps work teams create and track accountability towards goals in one place.
Empower individual team members to build the most successful team with software that leverages the power of social influence to increase accountability to goals and targets. Robust features such as chat streams, document storage and public recognition move businesses forward in a transparent work environment.
Make your team effectiveness model powerful with Samewave by fostering strong engagement and productivity with simple collaboration tools that keep everyone on the same page, regardless of their location.
Best of all? Samewave is free, so sign up today and discover how your team effectiveness model can come to life with software that helps organisations succeed.
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