How Teams Work Together
Updated: Jul 1, 2019
Every individual is unique. That’s why when we collaborate and combine our different skills and talents, great things can happen. From a young age, we are taught in teams through playing, sports, and projects. In business, teams are so important because they bring innovation and success to the workplace. In order for a team to be effective, we have to understand how and when they are most efficient. Lucky for us, for years, psychologists have studied and analyzed how teams work together. They have developed several models that we can use to help understand the dynamics of working in a team and how we can reach our full potential. Here are just a few that you can reference during you next team building experience.
Tuckman Team Model:
The model developed in 1965 by Brucc Tuckman, educates us on the stages of development that teams will go through. These four stages are: forming, storming, norming, and performing, and lastly adjourning. Brucc discusses the importance of communication throughout all stages because without one the team would not be able to move forward.
Dr. William Moulton Marton developed the DISC model in 1928. The model focuses on the conflict management side of team building. It predicts individuals’ personalities and how they will behave when faced with a conflict. The model discusses how there are four behaviors and the traits that they have which are: dominance, influence/inspire, steadiness/supportive, compliance/conscientiousness.
In 1972, Richard Beckhard developed the GRIP model, which indicates what is needed in order for teamwork to be effective. The model is made up of 4 components: goals, roles, process, and interpersonal relationships. Before working as a team these 4 components need to be established.
The Lencioni Model:
In 2005, Patrick Lencioni wrote a book, titled “The Five Dysfunctions of a Team”. Unlike other models which focus around what makes a team work, his model focuses on the dysfunction and conflicts that occur with certain qualities. Allowing people to better understand what a team should avoid. These qualities are absence of trust, fear of conflict, lack of conflict, resistant of accountability, and inattention to results. To overcome these, the team must work from the bottom to the top.
1. Absence of Trust- Individuals can fear being vulnerable, which makes them resistant towards working as a team.
2.Fear Conflict- There are some people who fear conflict because they don’t want to disturb the harmony of the team.
3. Lack of Communication- If individuals are confused or don’t have the resources they need, it will prevent them from making decisions.
4. Avoidance of Accountability-Individuals in the team wants to avoid conflict so they refrain from taking responsibility.
5. Inattention to Results- This occurs when an individual focus too much on their own goals rather than the goals of the team.
The Rocket Model:
Developed by Gordon Curphy, this model identifies the tools a team needs to be successful and boosts a team’s performance. It does so by raising questions that allow the team to think and better understand the concept of teamwork.
Context: What are our critical assumptions?
Mission: Why are we here?
Talent: Do we have the talent we need?
Norms: What are the rules?
Buy-in: Are we all committed to success?
Resources: Do we have the resources needed?
Moral: How do we work through disagreements?