In the dynamic world of team development and organizational growth, understanding and implementing effective frameworks for team performance is paramount. One such influential model is the Drexler/Sibbet Team Performance Model, a comprehensive tool designed to diagnose, intervene, and improve team dynamics and performance. This article explores the model's foundational principles, stages, and applications, providing insights into how it can be integrated into coaching practices to foster high-performing teams within the Arcadia Coaching Lab and beyond.

Introduction to the Drexler/Sibbet Team Performance Model

Developed by Allan Drexler and David Sibbet, the Drexler/Sibbet Team Performance Model outlines seven stages that teams undergo from formation to high performance: Orientation, Trust Building, Goal Clarification, Commitment, Implementation, High Performance, and Renewal (Drexler, A., & Sibbet, D., 1994). This model not only charts the path teams typically follow towards achieving effectiveness but also serves as a diagnostic tool to identify areas requiring intervention.

The Seven Stages of Team Performance and some crucial team coaching questions to help you!

1. Orientation (Why?): Teams begin by exploring their purpose. Clarity about the team's objectives is crucial for aligning individual and collective efforts. 

"Teams move forward when they are clear about their direction" (Sibbet, 2002).

• What is our core purpose for coming together as a team?
• How does each team member perceive our mission and objectives?
• In what ways can we align our individual goals with the team's overarching goals?

These questions aim to establish a unified sense of direction and ensure all team members are committed to a common purpose.

2. Trust Building (Who?): Trust is the foundation of effective teamwork. This stage focuses on developing mutual respect and understanding, creating a safe environment for open communication.

• What strengths and unique skills does each member bring to the team?
• How can we create a safe space for open and honest communication?
• What actions can we take to build mutual respect and trust among team members?

Fostering an environment of trust is essential for open dialogue and collaboration, making it crucial to explore how trust is cultivated and maintained within the team.

3. Goal Clarification (What?): Here, teams define their goals and the outcomes they aim to achieve. Clear goals provide a roadmap for the team's journey ahead.

• What specific, measurable goals are we aiming to achieve as a team?
• How do these goals align with the broader objectives of our organization?
• What challenges might we face in achieving these goals, and how can we address them?

Clarifying goals helps the team focus their efforts and provides a clear roadmap for action.

4. Commitment (How?): Commitment involves agreeing on roles, responsibilities, and the strategies to achieve the team’s goals. This stage is about making decisions and allocating resources.

• What roles and responsibilities will each team member assume?
• How will we decide on the strategies and resources needed to achieve our goals?
• What commitments are we willing to make to ensure the success of the team?

This stage is about solidifying the team's commitment to their roles, responsibilities, and the collective mission, ensuring everyone is prepared to contribute effectively.

5. Implementation (Who Does What, When, Where?): During this phase, teams execute their plans, requiring coordination, cooperation, and flexibility to adapt to challenges.

• What is our plan of action, and how will tasks be distributed among team members?
• How will we ensure effective coordination and communication throughout the implementation phase?
• What mechanisms will we put in place to adapt to unforeseen challenges?

Questions at this stage are designed to facilitate effective action and adaptability, focusing on the practical aspects of executing the team's plan.

6. High Performance (Wow!): High-performing teams exhibit peak efficiency, creativity, and collaboration. They operate in a state of flow, achieving outstanding results.

• What indicators will demonstrate that we are operating at high performance?
• How can we maintain our momentum and continue to innovate?
• In what ways can we leverage our strengths to achieve even greater results?

At the peak of team performance, the focus shifts to sustaining success, encouraging reflection on the factors contributing to the team's effectiveness and areas for ongoing growth.

7. Renewal (Renew): Teams reflect on their achievements and challenges, learning from their experiences and making necessary adjustments for continuous improvement.

• What have we achieved, and what lessons have we learned throughout our journey?
• How can we apply these insights to future projects and challenges?
• What adjustments or improvements can we make to enhance our team performance moving forward?

Renewal emphasizes reflection and continuous improvement, asking the team to consider their growth and how they can evolve to meet future challenges.

Integrating the Model into Coaching Practices

Coaching practices can leverage the Drexler/Sibbet Team Performance Model to enhance team dynamics and performance in several ways:

• Diagnostic Assessment: Coaches can use the model to assess a team's current stage and identify areas requiring attention or intervention. This helps in tailoring coaching strategies to the team's specific needs.
• Facilitating Trust and Communication: Coaches can conduct workshops and activities focused on trust-building and effective communication, crucial for progressing beyond the initial stages of team development.
• Goal Setting Workshops: Facilitate sessions to help teams clarify their goals and ensure that these are aligned with the organization's objectives.
• Role Clarification: Assist teams in defining roles and responsibilities, ensuring that each member understands their contribution towards achieving the team's goals.
• Performance Monitoring: Implement mechanisms for monitoring progress and performance, providing teams with feedback and strategies for overcoming obstacles.
• Celebrating Achievements: Encourage teams to recognize and celebrate their achievements, fostering a culture of appreciation and continuous improvement.

The Drexler/Sibbet Team Performance Model offers a robust framework for understanding and enhancing team dynamics and performance. By navigating through the seven stages of team development, coaches can guide teams towards achieving high performance and sustaining success over time. Integrating this model into coaching practices not only facilitates team growth and effectiveness but also contributes to building a culture of collaboration, innovation, and resilience within organizations.

Bibliography

• Drexler, A., & Sibbet, D. (1994). Team Performance Model. The Grove Consultants International.
• Sibbet, D. (2002). Team Performance Principles. The Grove Consultants International.