Hills model of team leadership is an excellent model to use in working with teams. Team dysfunction will causes a team not to reach the goals and objectives. This model gives a good road map to look at the causes of team dysfunction and appropriate steps to take to rectify the situation.
Hills model of team leadership is an excellent model to use in working with teams. Team dysfunction will causes a team not to reach the goals and objectives. This model gives a good road map to look at the causes of team dysfunction and appropriate steps to take to rectify the situation
The model described for determining team issues is very thorough. It covers the important aspects. However, the devil is often in the details with this – how one implements the necessary action. I would expect there is more elaboration on this, but I believe there are a number of authorities one can consult when implementing changes.
Another resource treats team’s as being in various developmental stages. They are in brief, norm, forming, storming, and performing. I like it because the model not only deals with conflict but gives guidance for the other important stages as well.
The Team Leadership Model is the actual name of the model (also called Hill’s Team Leadership Model
). The Forming, Storming, Norming, Performing, Adjourning
model is often refered to as Tuckman’s Stages of Team Development. While they are both about leadership and teams, the first is directed more at leaders, while the second is more about the team itself.
Thank you for sharing this team leadership model. I’ve found that the relational aspect is especially vital to creating highly functional teams. It’s also helpful to add a self-awareness component where team members are cognizant of how their thoughts, behaviors and emotions affect others. Once we build a foundation of healthy team members who are empathic and collaborative they can deal with anything that comes their way.
I agree with you on the self-awareness component. Thomas Sy found that leaders who have more positive conceptions of their followers may behave differently toward them than those who have more negative conceptions because how leaders think often affects what leaders do. In addition, followers tend to fulfill the perceptions that their leaders have of them. Thus more positive outcomes can be achieved by thinking optimistically of your followers.
The comments on a dysfunctional team…I’m not familiar with this model, but we always use Insights Discovery Personality Profiles. 9 times out of 10 if you get a team to complete this, you will always be able to determine the reason for conflict or under performance. It’s very simple and powerful.
Leadership Assessment we tend to use LPI which is very useful….particularly when you see a Manager who thinks they are an excellent leader, only to see the feedback from those under him!! It’s a real eye opener