The upside is that performance models can increase the effectiveness of a team and generate a wealth of ideas and output. High performance, as Adkins says, is a journey, not a destination.
You’ll likely need to choose the model you think may be best for your team, then tweak it as you go or choose a different model altogether down the road. The downsides are that high performance team models aren’t prescriptive.
Team performance models can be the key to providing that necessary structure that allows your team to better work together. Instead, it’s about the cohesiveness of the team in other words, how well the team is structured. And that has, according to research, very little to do with the personalities of the people on the team. There are plenty of examples of teams that are composed of the best and brightest and simply aren’t as effective as they could be. The pros and cons of high performance team models We’ll give you some examples of team effectiveness models-as well as pros and cons for each-so you can select the right one for your team. Agile expert Lyssa Adkins recently conducted a webinar on the benefits to using team performance models and how you could choose a model as a guide toward higher performance. One way to coach teams toward high performance is to use a team performance model.
Teams are left to their own devices to work inside Agile parameters, and unfortunately that can mean inefficient, slow outcomes, even if the Agile methodology is being utilized. And yet, while Agile is an ingenious way to develop solutions for fast deployment, it’s not a management tool. If your team uses Agile methodology, you’re likely familiar with how transformative it is for development.
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