The Drexler-Sibbet model poses a set of questions that a team needs to work through to progress through each level of performance. This is what we call the HPT dividend, the benefit that continues to pay out well beyond the effort to build HPT has past. Therefore, I have found another theoretical process, the Drexler-Sibbet model of Team Performance, a really helpful complement to the Tuckman model. More importantly for leadership, they do this without explicit management of the process as they possess the initiative to take independent action, and apply the discretionary effort to get the job done. They achieve a tempo of predictively and consistently producing results at a level higher than others. The return on effort to establish high performance teams is substantial. Practical application of the Drexler/Sibbet Team Performance Model to build and sustain high-performing teams using their proven 7-step process: Orientation. Introduces the Drexler/Sibbet Team Performance(TM) Model and related tools-a system used throughout companies such as Nike, Genentech, Becton Dickinson. When HPT is in place it acts as a barrier to what Lencioni identified as the 5 dysfunctions of a team: absence of trust, fear of conflict, lack of commitment, avoidance of accountability, and an inattention to results.
We help teams achieve what the research has shown to be the hallmarks of HPT teams with the ability to act horizontally, rely on each other, and maintain a strong operating culture. When success requires teams that are aligned and relentlessly focused on common goals, communicate well with each other, manage conflict with minimal disruption, and move with both speed and accuracy of action they need High Performance Teams (HPT).
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