Modern organizations succeed not thanks to individuals, but thanks to teams. However, effective teams don’t form by themselves. The key role here is played by the leader – responsible for creating an environment where people can collaborate, trust one another, grow, and achieve exceptional results. How can this be done in practice?
"The greatest business successes never came from just one person. They came from teams." – Steve Jobs.
The graphic below can be helpful in this process. The Drexler–Sibbet model is a tool that facilitates team building within an organization, enabling leaders to effectively manage each stage of a team’s development. It is also an excellent foundation for holding conversations, sharing feedback, and jointly creating action plans. Regularly assessing the situation – identifying where we are and what is holding us back – allows for a conscious move toward higher performance.
Team Building as a Source of Competitive Advantage
In a world of rapid change and rising expectations, success no longer depends solely on individuals. True advantage lies in teams that can collaborate, act effectively, and adapt to changing conditions. Team effectiveness is no accident – it is the result of deliberate building, mature leadership, and a culture based on trust, clear goals, and mutual respect.
Start with “Why?”
The process of building a team should start with the question: “Why do we exist as a team?” Clearly defining the purpose and contribution to the company’s strategy builds cohesion and a sense of unity – the foundation for engagement and identification with the organization’s goals.
Trust in the Team – The Foundation of Effective Collaboration
One of the pillars of effective teamwork is trust. It enables open communication, knowledge sharing, conflict resolution, and decision-making. The leader’s role is to create a safe environment where people can ask questions, make mistakes, and express their opinions openly. Trust doesn’t appear on its own – it is the result of daily actions, consistency, and transparency.
How to Set Team Goals for Maximum Effectiveness?
Without clearly defined goals, there is no efficiency. Teams need measurable indicators that provide direction and allow progress tracking. The SMARTS model (Specific, Measurable, Achievable, Reviewed, Timed, Stretching) can be helpful here, as it combines realism with ambition. It’s also crucial to link team goals with individual goals so that each member understands how their work impacts the overall result.
Diversity as a Strength
An effective team is not a group of experts with similar skills, but a set of complementary roles and perspectives. This is why a thoughtful approach to recruitment and talent development is so important – considering not only current but also future needs of the organization. What matters is not only what someone can do today, but also their growth potential.
Development Through Experience
The 70/20/10 model shows that the most effective development happens through daily work (70%), relationships with others (20%), and formal training (10%). A leader’s task is to support employees in taking on new challenges, providing feedback, and planning development in a way tailored to individual capabilities.
Engagement as the Driving Force
Engagement determines whether a team works with energy, identifies with its goals, and exceeds expectations. Research by Gallup and Towers Watson indicates that employees engage when they know what is expected of them, feel appreciated, have opportunities to grow, and see the meaning in their work. Building an engaged team is one of a leader’s key tasks – without it, achieving long-term effectiveness is difficult.
The Importance of Team Energy
Engagement cannot be sustained without caring for physical, emotional, and mental energy. Leaders must understand that burnout, overload, or frustration are real threats to performance. It’s worth consciously building a work culture that supports balance and recovery – not just productivity.
Recognition and Celebration
Let’s not forget appreciation. People want to know that their efforts matter. Public praise, peer recognition, or celebrating successes together boost motivation and a sense of belonging. While pay matters, it’s recognition, development, and a positive atmosphere that are the keys to long-term engagement.
Measuring and Developing
No team can truly become effective without systematically measuring progress. In addition to results, it’s worth assessing the quality of collaboration, relationships, energy levels, and trust. Simple tools, such as quarterly surveys, feedback sessions, or retrospectives, help diagnose the situation and take effective development actions.
Which Stage Is Your Team at Today?
Take a moment, check where your team stands, and plan the next step in its development.