teams need the following behaviors in place in order to achieve those deliverables:
-Accountability: teams should have a small enough number of people that both mutual and individual accountability is possible.
- Commitment: teams need specific goals, a sense of purpose, and a shared approach in order to feel fully committed to the work.
- Skills: teams need to have proficient skills in the areas of problem solving, technical capabilities necessary to complete their job duties, and interpersonal relationships.
When those are in place, teams are far more likely to deliver the work, accomplish the intended results, and experience some personal growth along the way.
Pros of this model:
-It’s intuitive, as it focuses on the outputs and what’s needed to achieve them.
-It gives more specific information about each of the effectiveness factors within the pyramid.
Cons of this model:
-It emphasizes the importance of small-sized teams, which isn’t always realistic for organizations.
-It isn’t a diagnostic tool, as it doesn’t help teams understand whether or not they have the necessary factors in place.
5. The T7 Model
The T7 model of teamwork.
Use it when: You want to understand how your team fits into the bigger picture.
When analyzing and attempting to improve the effectiveness of your team it’s tempting to look at, well, only your team.
But the truth is that teams don’t operate in a vacuum and there are other factors that play a role in their ultimate success or demise.
That’s what authors Michael Lombardo and Robert Eichinger spelled out in the T7 model, which they developed in 1995. The model identifies seven different factors for team effectiveness—five that are internal to the team itself and two that are external.
The internal factors are:
Talent: necessary skills and expertise
Task: ability to complete the required duties
Teaming: ability to work together
Thrust: shared purpose and objective to work toward
Trust: confidence and faith in other team members