![]() ![]() Teams don’t always move through the model in a linear fashion.Goals are set, and some things end up being included, while others do not. As a team moves into stages toward the bottom of the diagram (the middle stages), there are more constraints.When in the stages toward the top of the diagram (the beginning and end), teams will often feel a greater sense of freedom – the orientation and renewal stages provide opportunities for limitless potential and possibility. ![]() This is because the model demonstrates the team’s arch of energy. The structure of the model resembles the path of a bouncing ball.Each stage is identified by the primary question of concern for team members when they are in that phase.This model comprises seven stages to help optimize the workflow of a team effort: orientation, trust building, goal clarification, commitment, implementation, high performance, and renewal.But anyway, here are some notes on the model: It is a metaphor on life, if you think about it. ![]() The tenets of this model were presented in a TEC meeting in mid-2014 and I found them fascinating and worthy of a post here at The first thing to remember as you look at the DS illustration is that teams will often appear to be a bouncing ball, knocking about between the pillars of complete freedom and total constraint. ![]()
0 Comments
Leave a Reply. |
AuthorWrite something about yourself. No need to be fancy, just an overview. ArchivesCategories |