drexler and sibbet team performance model

3 min read 05-12-2024

drexler and sibbet team performance model

The Drexler-Sibbet Team Performance Model is a powerful tool for understanding and improving team effectiveness. This model, developed by consultants David Drexler and Roger Sibbet, provides a framework for assessing team dynamics and identifying areas for growth. By understanding the stages of team development and the associated behaviors, teams can work towards improved collaboration, productivity, and overall success. This article will explore the model in detail, providing practical applications for various team settings.

The Stages of Team Development: From Forming to Performing

The Drexler-Sibbet model maps team development onto a cyclical model, progressing through five key stages:

1. Forming: Dependency and Orientation

Characteristics: In this initial stage, team members are often polite and cautious. There's a strong reliance on the leader for direction and clarity. Individual roles and responsibilities are not yet clearly defined. Uncertainty is high.
Behaviors: Members are getting to know each other, establishing ground rules, and figuring out the task at hand. There might be a lot of small talk and avoidance of conflict.
Challenges: Lack of clarity, uncertainty about roles, and potential power struggles.

2. Storming: Intragroup Conflict

Characteristics: As team members become more comfortable, conflicts may arise. Differing opinions and approaches to the task surface. There can be tension and disagreements regarding roles and processes.
Behaviors: Direct confrontation, debates, and challenges to leadership. Frustration and impatience can be prevalent.
Challenges: Managing conflict constructively, navigating differing personalities, and clarifying roles and responsibilities.

3. Norming: Development of Cohesion

Characteristics: The team begins to establish norms and expectations for behavior. Cohesion starts to build as members find common ground and appreciate each other's strengths. Productivity increases.
Behaviors: Open communication, collaboration, and consensus-building. Members start to support and trust each other.
Challenges: Maintaining momentum and avoiding complacency. Ensuring all voices are heard and valued.

4. Performing: High Performance and Synergy

Characteristics: The team operates at a high level of efficiency and effectiveness. Members are highly collaborative, and synergy is evident. They can adapt to changing circumstances and are self-managing.
Behaviors: Proactive problem-solving, creative thinking, and shared leadership. Focus is on achieving goals and continuous improvement.
Challenges: Maintaining performance levels over time and dealing with external pressures. Avoiding burnout.

5. Adjourning: Dissolution and Transition

Characteristics: This stage involves the completion of the team's task and the eventual disbandment of the group. There may be feelings of accomplishment, sadness, and nostalgia.
Behaviors: Celebration of achievements, acknowledgment of contributions, and processing of the team experience.
Challenges: Managing the transition and ensuring a smooth handover of responsibilities. Supporting team members during the separation process.

The Importance of Understanding the Model

The Drexler-Sibbet model highlights the natural stages of team development. It is not a linear process, and teams may cycle through these stages multiple times or even regress. Understanding these stages allows team leaders and members to anticipate challenges and proactively address them.

This understanding enables teams to:

Manage conflict effectively: Recognizing that conflict is a natural part of team development helps teams manage it constructively, rather than avoiding it.
Build trust and cohesion: Understanding the importance of building relationships and establishing shared norms fosters trust and collaboration.
Improve communication: Knowing the communication styles prevalent in each stage allows teams to adapt their communication strategies accordingly.
Enhance productivity: By working through the challenges of each stage, teams ultimately reach a level of high performance and efficiency.

Practical Applications of the Model

The Drexler-Sibbet model is applicable in various team settings, including:

Project teams: Understanding team dynamics helps project managers effectively guide their teams through project lifecycles.
Virtual teams: The model is particularly relevant for virtual teams, as communication and relationship-building can be more challenging.
Leadership teams: The model helps leadership teams improve their decision-making processes and achieve strategic goals.

By understanding and applying the Drexler-Sibbet Team Performance Model, teams can significantly enhance their collaboration, productivity, and overall success. It offers a valuable framework for self-assessment and continuous improvement, leading to better outcomes for both individual team members and the organization as a whole. Remember that consistent self-reflection and open communication are key to navigating the stages successfully.