Well done on completing this course. Here is a summary of the key ideas from the course. We encourage you to discuss what you have learnt with your team.
Bruce Tuckman’s Group Stages is a widely recognised theory that describes the developmental stages that teams typically go through.
Jon Katzenbach’s Team Performance Curve is a model that illustrates the stages of team development and the corresponding levels of performance.
Patrick Lencioni’s Five Dysfunctions of a Team is a model that highlights the common pitfalls and challenges that teams face, hindering their performance and effectiveness.
Robin Dunbar’s numbers are a series of cognitive limits that suggest the approximate maximum number of social relationships individuals can maintain.
Meredith Belbin identifies nine different roles individuals assume within a team, each team role represents a unique set of strengths, weaknesses, and behavioural tendencies that contribute to the overall team dynamics and effectiveness.
The term “trust bank” is often used to illustrate the idea that trust is built and maintained through a series of deposits (trust-building actions) and withdrawals (trust-eroding actions).
Thomas-Kilmann Conflict Handling Model is a framework that provides insights into how individuals approach and handle conflicts.
Rich Karlgaard and Michael S. Malone have considered the concept of dyad and triad-based leadership as effective models for team collaboration.
Daniel Goleman’s Emotional Intelligence framework is a concept that focuses on the role of emotions in individual and collective effectiveness.
Crew
A work crew gets things done. A crew has clear understanding of their goals and a shared vision of success.
Team members should feel comfortable sharing ideas, providing feedback, and engaging in constructive dialogue. A culture of transparency and trust enhances communication.
Each team member should have a clear understanding of their roles, responsibilities, and expectations. Collaboration and cooperation among team members are essential for achieving high performance.
Celebrating achievements and acknowledging individual and team contributions reinforce a culture of excellence and is crucial to sustaining team motivation and engagement.
School
High-performance teams are committed to continuous learning and development. Encouraging ongoing skill enhancement and fostering a growth mindset within the team contribute to improved performance and adaptability. Adults learn through visual, auditory, kinesthetics means.
Family
Supporting the well-being and work-life balance of team members contributes to their overall satisfaction, productivity, and engagement. Everyone wants to be loved, to be safe, to be accepted, to have what it takes. Is your team a family?
Temple
Fostering of spiritual intimacy with God through spiritual formation and spiritual disciplines. Let’s not forget the “God of the work” by being so busy with the “work of God”.
By implementing actions from the four images, organisational leaders can lay the foundation for teams that consistently achieve exceptional results and generate Kingdom impact.
- Which of the 9 tools could help you right now?
- With what team image do you identify with?
- Which image does not resonate with your team and what can you put in place to strengthen that image in team life?
Download the above summary and questions