When and Why to Use Certain Team Tools

We receive many questions from customers about the Drexler/Sibbet/Forrester Team PerformanceTM System of products. We thought it would be helpful to compile some frequently asked questions with our best answers.

Q. I want to introduce the Team Performance System to a group. What products would you recommend?

A. As a facilitator or manager you will need some background on the Drexler/Sibbet Team Performance Model® and best practices that go with it.

Reading Material:

We recommend the Team Leader GuideStrategies and Practices as the most comprehensive book for this. Another book, Team Startup—Creating Gameplans for Success, is packed with best practices specifically for starting teams. The Model Abstract is a short academic booklet that dissects the Model and its stages.

Presentation Material:

To present the Model we recommend the Model Wall Poster and the Model Overview, which can work as a handout or take-away for team members.

Hands-on Facilitation Tool:

The Team Performance Puzzle is a highly engaging way for teams to work together to quickly understand the Model. The Puzzle stimulates interesting discussions about a group’s experiences while introducing the Model.

Q. How do I convince my stakeholders that it’s important to use the Model?

A. Teams tend to focus on execution and getting results. Often teams can be so involved in “the work” that they don’t understand the root causes of obstacles they continually run into or know how to find solutions. The Model opens up teams to all the critical components of teamwork that support accomplishing “the work.” The Model gives team members the big picture and a set of success factors to overcome the predictable challenges of teams. The Model also provides a common and productive language, especially when things go wrong. For example if a team is frustrated because it isn’t meeting its goals, it may need to look at refining its purpose or role clarification. Having non-blaming language helps the team come together to work through its difficulties.

Q. I have managers in my organization who need practical solutions for everyday team problems. What should I use?

We recommend the Team Leader Guide. Included on the inside back cover of this book is a map that orients users, in managerial language, to common team issues and points them to best practices to solve their team problems.

Q. When do I use the Team Performance Indicator tools?

Wait until a team has been operating together for some time (for example, three months) before using the Forrester/Drexler Team PerformanceTM Indicator. Teams can use the Indicator for a number of reasons: 1) to get a quick “where are we?” diagnostic and set a benchmark, 2) to encourage high performance by fine-tuning their practices, 3) or to help a team that is stuck.

You may not want to use the Indicator tools when the situation is unsafe, for example if jobs are at risk. You will most likely get unreliable results from the Indicator Self-Scorable Forms in an unsafe situation. If this seems to be the case, show the team the Model, and support a general conversation about areas for improvement, then nudge the team toward better performance with practices in the Team Leader Guide.

Q. Team members did their Indicator Self-Scorable Forms, I’ve got the results, now what?

Reading Material:

The Indicator Guide to Interpreting Results will help you objectively view team members’ assessment of the team.

The Indicator Application Handbook is the most comprehensive toolkit for administering the Indicator, plan meetings around the Indicator, interpret Indicator results and facilitate practices for moving a team forward. It is the all-in-one binder for the Indicator.

Presentation Material:

To discuss results from the Indicator in a team meeting, the Indicator Summary Wall Chart is a helpful facilitation tool. There are multiple ways to present results on the Summary Wall Chart. You can average results ahead of time and chart those results for each stage of the model. Showing averaged results can be safer and may be a better choice if you don’t have time for a detailed discussion. The other way you can show results is to display individual scores with sticky dots. This technique shows more data and therefore is better for a detailed group discussion about where the team has consensus or disagreements.

For more answers to your popular questions about our tools, services, and workshops, visit the FAQs section of our website.