-Goals: teams need a solid and shared understanding of what they’re working toward together.
-Roles : teams need to know who’s doing what, without ambiguity or a lot of overlap between responsibilities.
=Processes: teams need to understand how decisions are made and how work gets accomplished.
-Interpersonal relationships: teams need to understand and respect each other’s communication styles and work approaches.
The GRPI model is organized like a pyramid and is designed to move from the top to the bottom as you try to understand where things are going wrong – almost like a checklist.
For example, are your team members aligned on your objectives? Check. Next, does everybody have a clear understanding of their responsibilities? Check. Keep moving down the pyramid.
This model helps leaders and teams uncover the root cause of their issues, rather than defaulting to blaming interpersonal conflicts. After all, that’s the bottom of the pyramid for a reason.
Pros of this model:
-It requires that teams analyze their dysfunction from all sides, rather than making assumptions about where things are falling apart.
-It shifts the attention away from individuals and relationships, which can help reduce tension and promote team cohesion.
Cons of this model:
-It can oversimplify the complexity of interpersonal relationships and the role they play in influencing all of the other factors of the model.
4. The Katzenbach and Smith Model
The Katzenbach and Smith model of teamwork.
Use it when: Your team is full of individual contributors who are struggling to work together.
Teams come in all shapes and sizes, but generally, they’re all working toward a similar end result.
The Katzenbach and Smith model, which was developed by authors Jon Katzenbach and Douglas Smith in 1993 after they closely studied the work of many teams, states that every team works toward the following large deliverables:
-Collective work products
-Performance results
-Personal growth
But what do they need to get there? Katzenbach and Smith said that