We Follow the TREXLER/SIBBET Team Performance Model
1. ORIENTATION
When teams are forming everybody wonders WHY they are here, what their potential fit is and whether others will accept them. People need some kind of answer to continue. |
2. TRUST BUILDING
Next, people want to know WHO they will work with— their expectations, agendas and competencies. Sharing builds trust and a free exchange among team members. |
3. GOAL CLARIFICATION
The more concrete work of the team begins with clarity about team goals, basic assumptions and vision. Terms and definitions come to the fore. WHAT are the priorities? |
4. COMMITMENT
At some point discussions need to end and decisions must be made about HOW resources, time, staff— all the bottom line constraints—will be managed. Agreed roles are key. |
5. IMPLEMENTATION
Teams turn the corner when they begin to sequence work and settle on WHO does WHAT, WHEN, and WHERE in action. Timing and scheduling dominate this stage. |
6. HIGH PERFORMANCE
When methods are mastered, a team can begin to change its goals and flexibly respond to the environment. The team can say, “WOW!” and surpass expectations. |
7. RENEWAL
Teams are dynamic. People get tired; members change. People wonder “WHY continue?” It’s time to harvest learning and prepare for a new cycle of action. |
Want to Learn More?
To learn more about the TREXLER/SIBBET Team Performance Model, please download and read the in-depth overview PDF.