In a collaberative discussion today, a collegue and I came up with a simple model for team environments.  We theorized three types of environments based on key performance traits.

Understanding the organizational team  environment can be a great asset when deriving a strategy to develop a high performing team.  That is understanding the starting point can guide the most effective performance enhancing behaviors.

First the performance Traits

We hypothized that all teams members can be catagorized into one of three groups relative to their desire to accept change and improve.

• receptive, open to all ideas for change and improvement from any source whether directed from granted or earned power
• limited, largely require direction from a source with granted  power.  Otherwise happy with the status quo.
• resistant, improvement or changes are not adopted, earned power is not recognized and ways are sought to circumvent direction from those with granted power.

The team overall

We believe all teams will have a majority of individuals within one of the categories.  An even balance is unlikely. This defines the baseline effectiveness of the team.

So as a leader, whether leading from the front based on organizational heirarchy or leading from behind leveraging your ability to impact and influence while relying largely on earned power; understanding the morphology of the team is really valuable.

On the whole, is the group receptive, limited or resistant?  Understanding this can inform your actions as you work to lead the team (actively or indirectly) to higher performance.

That is the approach to changing and improving performance of the team can spiral forward naturally where they want to participate or could require more coaching or stronger tactics.