you tube drexler sibbet team performance model

Develop productive, non-punitive ways to take apart events and processes to see what can be improved. But don’t be pollyann-ish in this focus on success. Work with your team to unpack the factors that led to those successes so they can tie success to specific actions. Recognize success, even daily if appropriate. Provide opportunities for your team, if it’s a new one, to have some early wins. Literature and research in many fields (education, motivation, strategy) show that positive reinforcement leads to more success than negative feedback. Let success be a reinforcing driver of teamwork.Without information, and as much information as possible, staff cannot make the complex macro- and micro-decisions that add up to success both for their work and their team’s work. Then they are surprised when staff make bad decisions or work is not done in the way they expected. Many leaders believe that information must be metered out cautiously. Do it every two years, and have your managers and leaders undertake one as well. If you haven’t had a 360⁰ feedback assessment done, consider doing so. Get feedback about how well you’re exhibiting those competencies. What are the competencies you ask for? Model those. Be the team member you want your staff to be.How can the morning start build the team? How can our recruitment process build our existing team? Do we need to deepen our interpersonal connections so we better understand each other? Every moment of every day is an opportunity to build the team if you approach it from that lens. If you want the “real work” to get done well and efficiently, the team has to be a high-functioning organism.

Dedicate as much time to building your team as you do to reviewing the company’s finances.The Drexler-Sibbet Team Performance Model. This prevents negative over-focusing on any one individual when a team encounters challenges. Using a team development model helps managers and leaders maintain a view of the team as a whole and dynamic system. OPG uses the Drexler-Sibbet model internally and with clients to determine a team’s level of development, as a group and individually. At Organizational Performance Group (OPG), we use the Drexler-Sibbet Team Performance Model which is embodied in the graphic below. Study the model and apply it to your team and your organization. Find a team building model that works for you.Here are five strategies to build a winning team. And, there are millions of articles and blogs about how to get your team to that level of performance. “This team rocks!” This is the holy grail for managers and leaders.

You tube drexler sibbet team performance model