The 7 Best Models for Growing High-Performing Teams

As an MSME business owner, you know that your team is one of the key pillars in growing your business. Managing a team, however, is not always easy.

• If you do it right, your team becomes better at working, takes ownership, and drives business growth faster.
• Otherwise, if not handled well, delays in work, miscommunication, and stress are unavoidable.

What can help here is a simple, practical method that improves how your team works together, handles issues, and stays productive.

This is what a “Team Effectiveness Model” truly represents. It’s an intelligent tool for building a strong, effective team. Among the many models of team growth, these models are most effective in MSME business scenarios.

But which models of team growth suit your team best? That depends on where your team stands now and what your business needs. Let’s break it down for easier understanding.

Top 7 Models of Team Growth

1. Lencioni Model

If your team is always confused, unhappy, and blaming each other, this model can help find the root cause and how to fix it. 

What’s the Lencioni Model?

It is a simple way to analyze and fix five basic problems that hurt team performance. This is one of the most practical and used models of team growth if your issues are rooted in trust and communication.

• Absence of Trust – Your team members do not feel safe being open, so they hide their mistakes or weaknesses.
• Fear of Conflict – Because of low trust, people avoid honest discussion. They smile on the outside, but the real issues never come out.
• Lack of Commitment – When clear and open discussion is missing, people never fully commit to decisions. This creates confusion and delays.
• Lack of Accountability – If no one is committed, then no one wants to hold others accountable for poor performance.
  
• Loss of Focus – They focus on their own objectives rather than on the team’s goals.

How can you implement this?

• Be honest – How does your team measure up on these 5 points?
• Discuss these problems with your team.
• Create trust – By telling personal stories or promoting vulnerability, you can build trust (start with yourself).
• Support discussions focused on ideas, not people.
• Make decisions and ensure everyone agrees.
• Set clear expectations and keep everyone (yourself included) responsible.

2. GRIP Model

If you are setting up a new team or clearing up confusion about goals, roles, or work processes in your current team, then this model is what you need.

What Is the GRIP Model?

A pretty simple four-factor checklist of key elements you need for effective teamwork-

• G – Goals- Is everybody clear about what the team intends to accomplish together?
• R – Roles- Does everyone know who does what, and who has the authority to do it?
• P – Processes- How does the team work together—making decisions, communication, workflow?
• I – Interpersonal Relationships- Trust, respect, and open communication between team members.

How can you implement this?

• Make sure team goals are crystal clear, specific, and shared with everyone.
• Make sure each person’s role, responsibility, and authority are clearly defined and communicated.
• Evaluate and agree on team processes for getting work done.
• Maintain the building of trust, respect, and open communication inside the team.

3. The Hackman model

If the problems you face with your team are related to collaboration and performance, then this model is useful for you.

This is one of the models of team growth that’s highly recommended when you’re fixing the environment rather than the people.

What’s the Hackman Model?

The Hackman Model helps you build strong teams by creating the right environment, not by changing people within the group. It states that for any team, the following five things must be in place for success-

• Real Team– Clear roles, boundaries, and strong members who can rely on each other for work.
• Clear Direction– A goal that excites the team and gives them purpose.
• Right Structure– Balanced team size with mixed skills and ways to work well together.
• Helpful Environment– Tools, rewards, training, and leadership that will help.
• Expert Coaching– Regular support to help solve problems and improve teamwork.

How can you implement this?

• Give your team clear and exciting goals.
• Keep the team small, specialized, and focused.
• Celebrate small wins with acknowledgement that doesn’t involve money.
• Ensure quick access to basic tools and training.
• Coach the team regularly.
• Implement peer learning and peer feedback.

Great teams get results, but high-performing teams drive business growth to the next level. Learn the best strategies to build a stronger team… Here’s where to start!

4. The Drexler-Sibbet Team Performance Model

If you want to build a team from scratch, then this model is useful for you. It’s one of the most visual and systematic models of team growth.

What’s the Drexler-Sibbet Model?

It’s a visual map showing the 7 stages teams go through, from the beginning to peak performance. Each stage focuses on answering a key question-

1. Orientation (Why?)– Define the team’s main purpose.
2. Trust Building (Who?)– Learn about members’ abilities/approaches and build reliability.
3. Goal Clarification (What?)– Set clear, specific targets and roles.
4. Commitment (How?)– Agree on the plans, processes, and ways to make decisions.
5. Implementation (Action!)– Start executing the plans and doing the work.
6. High Performance (Wow!)– Work together effectively and achieve top productivity and outcomes.
7. Renewal (What’s next?)– Celebrate wins, make changes, and plan for the future.

How can you implement this?

• Help the team explain its basic purpose (Why are we here?).
• Facilitate activities so team members can trust and understand each other better.
• Lead the team to set clear, measurable goals and define roles.
• Help the team settle on clear work processes, plans, and decision-making methods.
• Back the team as they plan actions and do the work needed.
• Recognise and cheer for the team when they hit peak performance.
• Guide the team to think about their wins and plan for future sustainability..

5. LaFasto & Larson Model of Team Effectiveness

If you are having problems with poor team relationships, communication breakdown, or lack of collaboration, this model can help you strengthen your team dynamics.

What’s the LaFasto & Larson Model?

It’s a framework that gives more importance to the human side of teamwork for success. It spotlights five key parts-

• Team Members- Picking the right people who have the job skills and a can-do, team-first attitude.
• Team Relationships- Developing strong and sound relationships within the team, based on trust, and respect for each other.
• Team Problem-Solving- Encouraging the team to tackle issues together using everyone’s ideas to come up with better fixes.
• Team Leadership- Offering helpful leadership that guides the way, motivates the team, and builds dedication.
• Organizational Environment- Ensuring that the team receives the support, resources, and positive culture.

How can you implement this?

• Know recruitment trends & hire people who have technical skills and are also compatible as team players.
• Put in constant efforts to ensure your team members develop an environment of trust and respect, and have a free space to communicate.
• Encourage and build structures for your team to resolve challenges and issues together.
• Lead your team with integrity, providing clear direction and support.
• Provide your team with resources and engagement whenever they need them.

6. T7 Model of Team Effectiveness

If you’re unsure about what is affecting your team’s performance, this model can help you understand both internal team dynamics and external support factors affecting your team.

What’s the T7 Model?

It is a checklist utilizing seven factors to check team effectiveness. These factors are split into-

5 Internal Factors (Inside the Team)-

• Thrust- Is there a clear, common goal or purpose?
• Trust- Do they trust one another?
• Talent- Does the team have the necessary skills and knowledge?
• Teaming Skills- Are they able to work and communicate with one another?
• Task Skills- Are they capable of performing the job tasks for which they are responsible?
  

2 External Factors (Outside the Team)-

• Team-Leader Fit- Is the leader’s style appropriate for this team?
• Team Support- Does the rest of the organization provide them with the resources and support that are vital?
  

How can you implement this?

• See if the team’s purpose and targets align.
• Observe how much trust they have for one another in the team.
• Check if the team has the needed abilities and expertise.
• Watch how well the team works together.
• Find out how good the team is at doing their specific tasks.
• Take a good look at whether your leadership style suits your team.
• Check if your company gives enough tools and support.

7. The Salas, Dickinson, Converse, and Tannenbaum Model

If your team often faces stressful situations where they need to react fast and work closely together, this model is what you need. This is one of the models of team growth made for fast-paced, high-stress work environments.

What is the Salas, Dickinson, Converse, and Tannenbaum Model?

It’s a framework to keep teams performing well when things get intense, focusing on specific actions and leadership.

Key parts include-

• Team members help maintain standards by checking work in a supportive way.
• Teammates step in to help each other when necessary (“backup”).
• The entire team adapts to changing situations (flexibility).
• Team success takes priority over individual goals.
• Leaders give clear direction and make quick decisions.

How can you implement this?

• Lead and decide fast under pressure.
• Urge your team to give useful feedback on each other’s work.
• Create a culture where helping busy teammates is expected.
• Teach your team to be flexible and change plans as needed.
• Encourage a “team first” mindset in all situations.
• Use this mainly with experienced teams that already work well together

How to Choose the Right Effective Model for Your Team

I have discussed seven different models of team growth with you, but which one will work for you? How will you assess that? 

So, let’s understand which model is a fit for your team.

Spot the Problem

• What’s holding your team back? 
• Unclear job role? 
• People not getting along?

Match with Your Business

• Will this model be helpful for your team? 
• Does it feel right for the way your company functions?

Keep it Real

• How many people are on the team?
• What’s the amount of time and money you’re ready to spend on it?

How to Make Your Models of Team Growth Work?

• Start Simple- Don’t try everything at once. Pick one model to start with.
• Involve Your Team- Get their ideas and feedback. Treat it like it’s their plan too!
• Focus- Work on fixing the biggest problems first.
• Be Flexible- If something isn’t working, adjust the plan.
• Keep Talking- Communicate regularly with your team about how it’s going and what needs to be changed in the model you are using.

Final Thoughts

Don’t overcomplicate things… choose models of team growth that are easy to understand and implement.

Commitment from you and your team will be the most important thing that will really change the dynamics of your team.