Getting a GRIP on Team Culture
In this section, you will build your understanding of team culture through the GRIP Model, and learn practical strategies for fostering a cohesive and productive team culture.
Introduction to Team Culture
In this video, Liz Masen introduces the following section of Team Culture, highlighting the key topics you’ll cover.
Three-Part Series:
Unpacking Team Culture
In this three-part series, Bo Hanson covers the topics of ‘Getting the Team Culture you Want’, ‘The Importance of Engagement in Team Culture’, and ‘What Really Drives Performance’. Gain practical strategies for building an optimal team culture, and understand how each individual ultimately contributes to establishing and maintaining it.
The Involvement, Ownership, Accountability Model
Through clear delineation of responsibilities and open communication channels, the IOA Model encourages a sense of ownership and commitment among team members, leading to increased productivity and effectiveness.
Key Principles of Building Team Culture
Gain an understanding of the key principles and models that are useful in building your team culture. In this video, Bo Hanson discusses the Stages of Team Development Model, moving from competitors to a team, and unpacks the Systems, Symbols, and Behavior Model.
Understanding the SSB Model
When reviewing team culture, leaders can use the Systems, Symbols, Behavior (SSB) Model to to evaluate how their culture can be improved.
Systems
These are the structures and processes within the team, including training methods, feedback mechanisms, conflict resolution, leadership models, and systems for accountability and values.
Symbols
These are the tangible representations of the team’s culture, such as motivational posters, team t-shirts, and artifacts commemorating achievements, which reinforce team identity and values.
Behavior
This refers to the actions of team members in everyday work, practice, and competition, including behaviors that contribute to success and those that hinder it. Leaders must evaluate and reinforce positive (‘green’) behaviors while addressing negative (‘red’) ones.
Tuckman's Stages of Team Development Model
The Stages of Team Development Model, attributed to psychologist Bruce Tuckman (1965), outlines the typical phases that teams go through as they progress towards achieving their objectives. The model consists of four main stages: Forming, Storming, Norming, and Performing.
Understanding the GRIP Model
Learn about each of the components of the GRIP Model and how they each apply to developing team culture.
The GRIP Model
The GRIP Model is a strategic framework aimed at optimizing team dynamics and performance. GRIP stands for Goals, Roles, Interpersonal Relationships, and Processes. By addressing these key elements, the model facilitates effective communication, clarifies responsibilities, strengthens relationships, and streamlines workflows within teams.
Goals. Set and commit to team goals that cascade to team members’ individual goals. This phase also covers developing team values, identity, and behavioral expectations.
Roles. Expand team member roles beyond their technical or physical contribution. Identify each person’s strengths and match their team role to what comes naturally to them.
Interpersonal Relationships. Build self-awareness, understanding of others, and communication skills. Focus on team dynamics, and establishing strong and effective relationships.
Processes and Procedures. Articulate clearly the behavioral standards and expectations. Cover everything and leave no questions about team rules.
Practical DISC Applications for Working with Teams
In this video, explore examples of practical DISC applications implemented by industry professionals when working with teams. We encourage you to make notes of some of the different examples, so that you can try them with your own team or working group.
